If you let employees ignore reasonable restrictions on how they use company e-mail and other communications tools, you may find yourself having to scramble to prevent embarrassing information from becoming public.
Recent case: Catherine Franklin was fired from her law firm job after she complained about a. E-mail quickly became the focal point. An internal investigation showed that Franklin and a co-worker used e-mail to discuss exchanging prescription drugs. Meanwhile, Franklin alleged she had received a pornographic e-mail from a firm attorney.
Franklin sued, alleging sexual harassment. Her lawsuit included graphic descriptions of the pornographic e-mail, which she claimed showed a partner engaged in sexual activity. The firm had to petition the court to block some of the content to avoid embarrassment and bad publicity. (Franklin v. Simon, Eddins & Greenstone, No. 3:10-CV-1581, ND TX, 2011)
- EEOC initiative targets age discrimination
- Want a competitive edge? Push managers to give feedback
- REDA provides whistle-blower protection during some internal investigations, too
- Take responsibility for preventing harassment, discrimination
- Even if jobs seem quite similar, feel free to use different hiring criteria