Sin 1. Lust
Sexual harassment continues to be a problem in the workplace. And it’s often worse when it’s a manager and a subordinate. Perhaps the most difficult challenge in training managers and supervisors about harassment is getting across the idea that what matters is the attitude of the receiver of the harassment, not the deliverer. Managers think they can excuse their improper behavior with “I was just kidding” or “Can’t she take a joke?” but if the victim was offended, and especially if he or she asked for the behavior to stop, there’s a problem.
Even if the victim seems to be going along with the behavior, he or she will likely claim in court something along the lines of “I had to go along with it—I have small children to feed.”
When training about sexual harassment, don’t forget other types of harassment. For example:
- Religious
- Race
- National origin
Of course, one joke about religion or race probably doesn’t rise to the level of illegal harassment, but it does rise to the level of inappropriateness in the workplace. And consider this scenario—you fired someone for poor performance, and there’s little documentation. The person says, “No, you fired me because of my religion.” Now that joke about religion is a strong piece of evidence against you.
Sin 2. Wrath
Anger isn’t appropriate in the workplace. Employees are sure to do things that make managers angry (ask for leave at the busiest time of the year; complain about the manager to the EEOC, for example), but the reaction must be controlled.
Shouting in public “You’re fired” or “How could you be so stupid” or “Don’t you care about the team” is never the way to respond to employees.
- It’s not good for morale.
- It encourages people to sue.
- It doesn’t play well in court.
Are class action lawyers peering at your comp practices? It’s likely, but you can keep them at bay by finding and eliminating any wage and hour violations yourself. Our editors recommend BLR’s easy-to-use FLSA Wage & Hour Self-Audit Guide. Click here for details.
Sin 3. Gluttony
Managers just keep taking on more and more, thinking, “I’m the manager. I can do this. I can solve this.” But eventually, they can’t, and critical duties fall through the cracks.
Sin 4. Pride
No employee of mine is going to get away with that! That’s a typical manager’s reaction when one of his or her employees makes a claim of discrimination, or refuses to work because of a perceived safety issue, or complains of harassment. And it’s an understandable reaction.
But it’s also evidence for a charge of retaliation. From that moment on, take any action against that employee—termination, demotion, change to another job, failure to promote, the list goes on and on—and that person can cry, “Retaliation!” and the beginnings of a case are already there.
All you need to avoid exempt/nonexempt classification and overtime errors, now in BLR’s award-winning FLSA Wage & Hour Self-Audit Guide. Find out more.
Today’s Bonus Sin: Power
Managers think they can just fire at-will employees for any reason or for no reason, but that’s dangerous.
Meanwhile, in tomorrow’s Advisor, the remaining sins, including Envy and Sloth, plus we show you how to avoid the sins of wage and hour your managers may be committing right now.