how to address profanity in the workplace

1. Repeated use of profanities can lead to a dismissal being fair: In Horner v Kailis Bros Pty Ltd, the FWC found that an employee’s dismissal for repeatedly swearing at his supervisor was fair and reasonable.Mr Horner was described by his supervisor as engaging in a tirade of expletives which were directed at him.The FWC accepted that although swearing was commonplace in the workplace, … Workplace friends use profanity when in conversation with one another more than they do when conversing with non-friends. Profanity is common in some environments, but in the workplace, it brings a number of risks. Profanity in email, in which the sender theoretically has more time to consider the effect before hitting “Send,” should carry a stronger penalty than a loud “Dammit” over a sudden computer crash. On the other hand, a supervisor’s use of profanity in the workplace could be found to create a hostile work environment, depending on the frequency and, you … Some offices also have more profanity than others. However, Adam Connors, partner at Spire Search Partners in Hoboken, N.J., disagrees-- he says that swearing in the workplace can actually be a positive or neutral thing, depending on the context. To address the problem, draw up a code that prohibits profanity. In addition to the person who is directly harassed, other employees who are impacted by the harassment (by hearing or viewing it) are also considered victims. When there is profanity in your office, consider the work environment and context, says Rosalinda Randall, a civility and etiquette expert. Vulgar or inappropriate language in the workplace is rising and along with it an increasing number of court filings and complaints to human resources departments and the Equal Employment Opportunity Commission (EEOC).. If your company doesn’t have a specific language code, take steps to include one in your employee handbook, along with policies against sexual harassment and discrimination. Profanity in the workplace is inappropriate and unprofessional. The employer should work to ensure uniformity, Harris noted. Whether intentional or not, profanity has the potential to damage others. Make sure your code addresses written as well as spoken profanity. Oftentimes, employees are unaware how their words or behaviors offend others since others may be reluctant to make their feelings known. X Research source For instance, if you have worked in a place for a long time, you might begin to hear someone speak to you in a more informal way and lace their conversation with curses. This is especially true when the witness is a third party who may understand better where the boundaries are than the target of the harassment does. Editor’s Note: We revised this piece after several readers pointed out that the original version put the burden on the recipient of an offensive comment to address larger systemic biases. A person using overtly racist language in the workplace is unlikely to be tolerated by either the employer or his colleagues and would most likely be dismissed fairly promptly. The problem for employers addressing this issue does not appear to lie in the extreme. A hostile work environment is created when anyone in a workplace commits this type of harassment, including a co-worker, a supervisor or manager, a contractor, client, vendor, or visitor. As such, the behavior continues and more serious problems can arise. The subtle nuances of sexual harassment can be very detrimental to a work environment where mutual respect is the norm, but it can be difficult to address.

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