Gossip is a distraction at work, but it can take a darker turn if it turns into harassment. Most employers specifically prohibit harassment and clearly note it down in their employee handbook. If a gossiper doesn't stop after your confrontation, it could be considered harassment. 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 leads to dismissal. I didn't start any rumors, but they became suspicious when my then-boyfriend raised the subject with a co-worker who is a friend of the supervisor. My supervisor, who was friendly and happy for a minute, became hostile. One day I called to say that I was sick, and when I returned I was fired.
They told me that I wasn't a good fit and that I was being negative in the department. Can you fire someone because you're having an affair and the company is talking? Do I have any legal recourse against the company and the people involved in my dismissal? However, your employer's right to fire you is not absolute. Your company may need to have a good reason for firing you, especially if you worked there for a substantial period of time, if the employer has a policy requiring you to give notice or demonstrate good cause, or if the dismissal is based on discrimination or other illegal factors. Among other things, you should assess whether fraternization between a supervisor and a subordinate employee violates company policy.
Also, assess whether the supervisor provided more benefits to a salesperson. Could provide evidence of sexual discrimination in the workplace. If your ex-boyfriend is also an employee of your company, it seems unfair that you were fired and he kept his job. This could also be an example of double standards and sexual discrimination.
Finally, it may be just a coincidence, but it seems suspicious to be fired a day after saying you're sick. There are many laws that prohibit employers from retaliating against certain employees who use authorized medical leave or have a disability. The nature of your illness and the employer's motivation should be further analysed. If you're facing a similar problem at work, contact our Orange County employment law attorneys.
Schedule a free and discreet consultation with an attorney today. Sessions %26 Kimball LLP 23456 Madero Suite 170 Mission Viejo, CA 92691.Workplace gossip may fall within 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.
Completely banning workplace gossip is probably impossible and may not even be good for your company. Gossip among employees can have positive effects, such as creating a strong sense of social connection. However, some types of gossip are psychologically destructive and can also expose you or the company to liability. Harmful gossip needs to be addressed immediately.
Gossip has many harmful effects in the workplace, even if it seems like a small thing that can't affect anyone. Employers and supervisors can encourage positive gossip among employees, which can lessen the effects of normal or negative gossip. If people gossip about your working conditions, address what you're doing to achieve positive change. Gossip can distract both the subject and the gossipers, leading to a waste of time and lower productivity.
Other causes of action include gossiping about sexual issues, medical or mental health problems, disabilities, and racial, cultural or religious differences. Gossip often includes discussing trivial matters, such as a co-worker's new hairstyle, weight loss, weight gain, or a recent trip to Las Vegas. There are some tips that employers and employees can follow to reduce and even eliminate workplace gossip, so that otherwise good employees don't have to lose their jobs. I was gossiping from one side of the store to the other, even though I no longer worked there and had no direct conversation with any of the leaders of that store (about her or anything else).
When gossip causes employee morale and productivity to drop, the employer may decide to fire the employee who caused it. Employers can protect their companies from the effects of gossip (including the dismissal of an employee) by enacting a zero-tolerance policy. When we talk about gossip, especially when it comes to things that are not confirmed (which is what happens most often), the level of trust between employees and employers is broken. Office gossip policies can be problematic if they are too broad or prohibit employees from talking about working conditions.
In this case, the goal of the gossip could probably fix the situation on its own by restricting your personal phone calls at work. Gossip can also demoralize individuals, who may find it increasingly difficult to concentrate on their work. The time that supervisors and employers have to spend solving problems with gossip could be better spent on other areas, such as productivity and company morale. .
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