Workers who attend my workshop, “Preventing Email Harassment” claim misuse is the norm in many workplaces. The following are some of the myths they have shared with me:

• It is okay to forward offensive material as long as you don’t author it yourself.
• Downloading of inappropriate material is okay if your manager is doing it too.
• Racist and sexist jokes are fine as long as nobody minds.

Many workers honestly believe this information to be reliable. Reliance on this mythology reflects something about the culture of the organization. One or two things are usually going on:

• Managers are condoning inappropriate use of computing equipment or;
• Employees need training on organizational policies and procedures.

You need policies that prohibit inappropriate use of your computers. Employers can discipline employees who choose to disobey workplace policies. However, don’t paint all workers with the same brush. One arbitrator commented that employers are not entitled to fire employees for every infraction.

Here are some of the factors to consider when deciding on discipline:

• Have other employees been allowed to get away with similar behaviour?
• What is the volume and degree of the inappropriate behaviour?
• Is similar behaviour part of the organizational culture?



Learn—don’t Litigate—
• Train your managers and staff
• Develop clear policies
• Enforce policies consistently

This article researched and written by Andrew Lawson, Human Rights expert. Andrew conducts training workshops on the prevention of workplace harassment, workplace violence and bullying in the workplace.
www.lawsonemploymentlaw.com
andrew@lawsonemployementlaw.com

416-534-3499
Information contained in this article is not legal advice. Always consult your own legal advisor.
Copyright Andrew Lawson 2009