It’s a confusing time in the workplace as I mentioned in this blog just over a week ago.
You may recall I mentioned an elderly server who was concerned about us on a collegiate trip to Florida years ago, constantly filling our plates with food to make sure we had eaten enough, all the while calling us “hun” and ‘sweetie.”
While these days, those terms of endearment might be considered offensive by some, I didn’t have a problem with it, just as blogger Tiffany Gordon says she has no problem giving a member she hasn’t seen in awhile a hug.
As Tiff points out in her blog here though, someone who hasn’t worked at Cottonwood Golf and Country Club near Calgary, might not be as understanding of the situation.
So, there are different interpretations of a situation that can occur.
Something could get said on social media, even in jest, that causes friction.
Things could get much more serious, such as harassment or assault and while you don’t want to discourage people from coming forward in such cases, do you suspend or terminate employment even if the accused maintains innocence in the matter?
Those are just a few of the questions surrounding events that have been in news lately and, as Tiff point out in her blog, a good start to dealing with it is by having a code of conduct for employees and a social media policy as it pertains to their place of employment.
I took a look over both and they appear to be quite extensive, although I’m not a human resources expert, which perhaps should be consulted in this day and age for such policies, codes and perhaps even procedures in which to deal with such matters.
In this day and age, it seems prudent to get ahead of such matters before they occur and even have procedures to follow if they do happen.
That’s our topic for this week’s GNN Poll.
Does the golf operation where you work have official codes of conduct, dispute procedures or company policies to prevent or deal with cases of inappropriate behaviour?
- YES (62%)
- NO (38%)
As always, feel free to expand your comments on this matter in the Comments section below.