Answer to Question of the Week #11
Each week, we post a thought-provoking question for your consideration. Here’s last week’s question . . .
Can I terminate an employee for harassment of another employee if the conduct was off-duty, not related to a company event and off the company’s premises?
a. No (25%)
b. Yes (24%)
c. Yes, if the harasser was a supervisor or the conduct spilled over into the workplace (49%)
d. Yes, if the conduct involved physical touching (2%)
The correct answer is “c.”
I once took an online harassment training course that asked this very question. I kept flunking because it had “a” as the correct answer.
“A” is not the correct answer because (1) it’s wrong under the law and (2) sends a terrible message to employees (i.e., “Hey, man, next time we’re out with our co-workers – anything goes!”).
Generally, if either the harassing employee is a supervisor or the conduct spills over into the workplace, off-duty conduct may constitute sex harassment. Physical touching is not required.
Our viewers are now batting a respectable .545 (6 right, 5 wrong) on our weekly questions.
The next one will be coming your way soon. Thanks for your participation!
