Equality is essential in the workplace both ethically and legally. It is the HR professionals responsibility to clearly outline the consequences around behavior that is not acceptable in the workplace.
Key tips for ensuring correct behavior
HR professionals should take steps to prevent misbehavior from occurring in the workplace. Many times these representatives can start by ensuring everyone is on the same page in regards to what is acceptable in the workplace. Employers and HR departments should consider drafting set rules for how workers are supposed to behave to avert any misunderstandings and employees taking advantage of a relaxed company culture or a risk-adverse business. These rules should be formalized in a code of conduct that every worker is given upon employment and is able to access when they need to. According to Fast Company, employers should help their managers detect bad behavior in the workplace, and creating a set standard for which behavior is measured can give supervisors the tools they need to know when they should take action.
Forbes also recommended offering workers useful feedback so they understand how they are doing in the workplace. Some employees may not realize they are behaving in an unacceptable way because they had never been told to stop or have received negative reactions in the past. Feedback, and eventually warnings, is important.
A recent notable case
HR professionals need to keep in mind what has already been determined in regards to acceptable behavior in the workplace. According to Business and Legal Resources, the U.S. 4th Circuit Court of Appeals recently ruled that having a disability doesn't allow workers to misbehave or be exempt from workplace rules.
The case centered around a deaf worker at the National Oceanic and Atmospheric Administration (NOAA), who had been asked to leave the organization after less than a year of employment. The worker was terminated, according to BLR, because his work was subpar and his performance was unacceptable at the organization. BLR reported the deaf employee received a warning from NOAA management after he sent "angry, derogatory e-mails" and his co-workers complained to the organization about his professional demeanor. BLR reported his colleagues said he often had angry outbursts when someone disagreed with him. However, the deaf worker claimed he was terminated because he requested an interpreter, even though the organization claimed to have provided the worker with interpreters. The court sided in favor of NOAA, saying the evidence of his bad behavior was grounds for termination.
BLR noted that HR professionals should understand that every worker should be treated the same, even if that person has a protected status. If an employee is behaving badly and creating an aggressive or hostile environment, HR representatives need to investigate the situation and not be afraid to take action, BLR suggested.
Employers should also determine and enforce set disciplinary procedures when issues do occur. This is a basic workforce management strategy, but it's especially important that these standards are enforced equally across the organization.