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Where do you draw the line with a verbal 'HR violation?'
My younger employees have great rapport, and often joke and talk about personal issues while working. It doesn't affect their productivity, and none have complained about being offended by anything, but when should I step in and put a stop to conversations that may not be 'work appropriate?'
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7 Answers
Victoria,
If you're feeling that the conversation may be inappropriate, there's a good chance others do as well. If there is a regular offender, you should proactively pull them aside and talk with them about the situation. Let them know that they need to tone it down. All it takes is one generally passive employee to get fed up before the situation turns into some type of employee relations or legal issue.
-Jodi
I agree with Jodi - nip it in the bud. If you have one, distribute your policy on joking and inappropriate comments. If you do not have such a policy, draw one up and circulate it. Offence is always in the eye of the beholder or the ear of the listener - stop it before it becomes an issue.
Wben you say personal issues, what do you mean. If it's idle chatter, I'd leave it alone, if it's the type of conversation that might offend or make someone uncomfortable, I'd intervene immediately, but with caution.
Like Jodi and Richard, if it feels like it's getting out line, then it is.
Your company should have an anti discrimination, anti harrassment policy, you must make staff aware of it. It should clearly state that if staff have an issue they have a support person that they can talk to. Once a staff member if offended, it's too late to train your staff.
It's fun to hear jokes as long as no one is hurting, but we all know that jokes are half meant, so once in a while it could really hurt somebody... Hitting "personal issues" is quite too much of a joke and I agree to what Peter said, "Your company should have an anti discrimination, anti harassment policy you must make staff aware of it." so to cut off/minimize inappropriate conversations. Stick to the rules no one shall violate it, we don't want our staffs to offend each other so warn them before the situation becomes worse.
Great question Victoria. No two people perceive the same joke or comment from the same perspective. I've found it helpful to encourage people to focus on joking and bantering on positive things that build people up instead of anything at someone's expense. Nobody enjoys a joke being told at his or her expense or having one's own boundaries invaded. It's really about people finding positive ways to interact rather than the one's that have the potential to hurt someone. People can be incredibly funny and friendly without slighting anyone.
Hi, I agree with Guy. In addition one has to be cultural sensitive (where applicable) but also should ensure that training is provided, clear understanding of limits communicated and guarding Policies in place. If staff/people do not adhere it is the responsibility of the supervisor/HR addressing the issue with the staff member in question. No person related jokes, positive or not, should ever be told, as the perception of such varies greatly. The corporate culture should create an environment where people interact in a freindly, encouraging and positive way. If this fails, the Leadership has to start acting asap. HR should ensure awareness and consider offering training on behavior and cultural sensitivity.
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