Workplace humor is fine until it drifts into the realm of gags about employees' gender, race or religion. Even age-based jokes can trigger lawsuits. Although few employees will win age-discrimination lawsuits based on a joke or two, such juvenile behavior can take an otherwise marginal case and give it legal legs. Make that point clear to employees in policies and training.
Recent case: Murray Salkovitz topped the layoff selection list, based on his. However, at meetings discussing the layoff, he noted that the word "retire" appeared next to his name on the list. Then a supervisor sent Salkovitz, age 54, an e-mail that referred to him as old enough to be a "human antique."
He sued, but the 3rd Circuit dismissed his age-bias case, believing that performance, not age, was the issue. Still, the company could have avoided the suit by canning the joke. (Salkovitz v. Pioneer Electronics, No. 05-3709, 3rd Cir., 2006)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- 10 Secrets to an Effective Performance Review
- Same misconduct warrants same punishment
- Ordinary argument about job duties doesn't add up to hostile environment
- Dress, grooming policies should serve bona fide business need
- Be prepared to explain why you pay some employees more