Is that protected activity or an argument? OK to discipline forbidden behavior — Business Management Daily: Free Reports on Human Resources, Employment Law, Office Management, Office Communication, Office Technology and Small Business Tax Business Management Daily

Is that protected activity or an argument? OK to discipline forbidden behavior

Get PDF file

by on
in HR Management,Human Resources

Employers have to let workers raise concerns about safety and other workplace problems.

However, they don’t have to put up with incessant arguing in the workplace.

What should you do if an employee just won’t back down from an argument—even one that you recognize may be based on a legitimate complaint? Can you discipline for the bad behavior without running the risk of losing a later lawsuit?

Yes, provided you exercise patience and treat the employee as you would any other employee who behaved the same way. Here’s how one employer successfully disciplined a worker who just wouldn’t stop arguing.

Recent case: Lori worked for the Soo Line Railway for many years. Her work history was somewhat spotty, including being disciplined for arriving late at meetings and not “doing enough.” She also was admonished for being argumentative and insubordinate.

Lori frequently raised workplace safety concerns, but had never been punished for ...(register to read more)

To read the rest of this article you must first register with your email address.

Email Address:

Leave a Comment

Previous post:

Next post: