Introduction to Handling Harassment and Unprofessional Behavior in the Workplace

Creating a professional and respectful work environment is fundamental to the success of any organization. However, unprofessional behavior can undermine this setting, leading to a toxic work atmosphere and potential legal issues. This article explores the appropriate steps an employer should take when faced with an employee who engages in unprofessional behavior, such as verbally abusing colleagues and accusing them of unfair treatment.

Risk and Consequences of Unprofessional Behavior

Employees who engage in unprofessional behavior, such as calling managers names and making unfair accusations, exhibit immature and unprofessional conduct. This type of behavior is not only unacceptable but also harmful to the workplace environment. Such behavior can embolden other employees to follow suit, leading to a hostile work environment.

Immediate Actions for Immediate Conflict

When incidents of unprofessional behavior occur, it is essential to address them promptly. Employers should act swiftly to ensure the workplace remains professional and respectful. Here are the recommended steps:

Summon a Meeting: Schedule an immediate meeting between the employee, the manager, and an HR representative. This meeting should clearly outline what behavior is unacceptable and what the consequences will be for future infractions. Documentation: Provide the employee with a written warning, detailing the specific behaviors that are in violation and the consequences of further incidents. Offer Support: Suggest that the employee take a course on anger management, as this can be a helpful intervention for managing emotions and improving communication.

Addressing Long-Term Employment Issues

For new employees, a probationary period may be appropriate. Common terms for probationary periods are 90 to 120 days, depending on the specific company. During this time, the behavior and conduct of new hires are closely monitored. If behavior is found to be inconsistent with the company's values, termination may be warranted after multiple warnings and attempts to improve behavior.

For long-term employees, if unprofessional behavior emerges unexpectedly, the employer should address the issue directly. Potential alternatives for resolving complaints include:

Contacting a higher-up manager Filing a complaint with Human Resources (HR)

Escalation of Disciplinary Actions

If an employee continues to exhibit unprofessional behavior despite efforts to address the issue, further disciplinary actions may be necessary. These steps include:

Counseling: Offer the employee guidance and support to improve their behavior. Verbal Warning: These are formally documented verbal warnings highlighting the severity of the misconduct. Written Warning: A formal written warning should be issued, detailing the specific behavior and potential consequences if the behavior recurs. Termination: In severe cases, the employee may be terminated for serious misconduct, such as sexual harassment, theft, or sleeping on duty.

Employers must ensure that serious misconduct, such as sexual harassment or theft, is dealt with immediately and appropriately, often involving the suspension of the employee and an investigation by HR or local authorities.

Legal Considerations and Compliance

To comply with legal and regulatory requirements, employers must maintain proper documentation and procedures. Some key points to consider include:

Ensure all disciplinary actions are documented and reviewed by HR. Comply with local, state, and federal labor laws. Provide a safe and inclusive work environment that adheres to anti-discrimination and non-harassment policies.

Summary

Unprofessional behavior, such as verbally abusing colleagues or making unfair accusations, is unacceptable in the workplace. Employers must take swift action to address such issues, using a structured disciplinary approach. By following the steps outlined in this article, organizations can maintain a professional environment and ensure the well-being and satisfaction of all employees.