Many employees can be fired “at will”, with or without cause, simply because the boss doesn't like them or because there is “bad chemistry”. In states of free will, employers can fire anyone for any reason. But even in other states, gossip can be considered to “create a hostile work environment” and may lead to disciplinary action that eventually lead to dismissal. Workplace gossip can be included in this definition, meaning that the employer is legally required to take steps to protect workers from it.
Even if a person who spreads gossip has no ill intentions, the author can do so, especially if the information is not true or is intended to damage a person's reputation or career path. Either way, gossip could be considered harassing and intimidating someone and opening the door to legal action. Workplace rumors are a constant topic. When rumors and gossip spread about an employee, they can damage the victim's reputation and potentially result in an unfair loss of work.
Lewd rumors and gossip in the workplace can spread quickly and have unforeseen consequences for both the victim and the employer. When employers take adverse employment action against employees based on gossip or rumors, they could be exposed to potential liability. People who have experienced adverse employment actions based on false rumors or gossip may want to talk to the lawyers at Swartz Swidler for advice on their options. Gossipers often thrive because of the attention and recognition they receive when they initiate and participate in gossip.
Employers and supervisors can encourage positive gossip among employees, which can lessen the effects of normal or negative gossip. Gossip has many harmful effects in the workplace, even if it seems like a small thing that cannot affect anyone. Gossip can distract both the subject and the gossipers, leading to a waste of time and lower productivity. That means dealing with someone who is a stalker, and that could include disciplinary action, separation from the subject of gossip, or even expulsion from the workplace.
Employers can protect their businesses from the effects of gossip (including the firing of an employee) by enacting a zero-tolerance policy. Then, employees, employers, and supervisors can share those great things, among other things, to start a chain of positive “gossip” without the bad consequences of normal or negative gossip. It's clear that it's acceptable to fire an employee for gossiping if the employer is an “at-will” employer or if the employer is in an “at-will” state. Employee gossip about other employees can constitute harassment and intimidation, creating a toxic work environment.
Positive gossip involves employees, employers and supervisors thinking about the great things they've done, such as doing everything they can to help a customer, get a good sale, or anything that really positively affects the company. It can lead to immediate dismissal if the gossip is serious, and it can lead to disciplinary action that eventually leads to dismissal. When gossip causes employee morale and productivity to drop, the employer may decide to fire the employee who caused it. Gossip damages morale, affects productivity, and can be incredibly demoralizing for otherwise excellent employees.
This is due to the damaging and negative effects that gossip can have on the workplace and on employees in general. Let's see if employers can fire employees for gossiping, why gossip can be so harmful to the workplace, and the reasons employers may consider firing an employee for gossiping. .
