How to Confront Inappropriate Comments at Work
Inappropriate workplace comments can be a form of employment discrimination, according to the U.S. Equal Employment Opportunity Commission. Title VII of the Civil Rights Act of 1964 states that workers are entitled to work environments that are free from unsolicited intimidation, ridicule, humiliation and sexual advances. If you believe a co-worker or employer has made an inappropriate remark, a proper procedure exists for handling the situation to ensure protection of yourself and your job.
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Instructions
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Determine whether the inappropriate remark is indeed harassment. According to the EEOC, petty slights, albeit annoying, are not illegal. A workplace comment must be hostile, offensive or intimidating to be unlawful. Comments that involve racial slurs and epithets, offensive jokes, mockery, insults and offensive photographs that interfere with work performance are a few forms of inappropriate work comments.
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Inform the commenter that her remarks are unwelcome, and ask her to refrain from making similar comments in the future. Some people are oblivious to their offensiveness, but once they are aware, a reasonable person with no ill intentions will stop making further inappropriate comments. Informing the commenter of his inappropriate remarks will also help you determine whether this is an isolated incident because some isolated incidents are not considered harassment, according to the EEOC. If you are uncomfortable informing the offender in person, Utah's Department of Human Resource Management suggests writing a letter to the offender noting the inappropriateness of his comment and a request to stop. Inform the offender or give the letter to him in front of a witness, just in case you must escalate your effort to a formal harassment complaint in the future.
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Document each time an offender makes an inappropriate comment for evidence. Record the date and time of the comment, the offender's name, location, witness names, the offender's exact comments, and your signature. If you intend to file a formal harassment complaint, evidence is not always required, but a written log of incidences will provide leverage for your claim. Creating a paper trail will make it difficult for an offender to deny your claims of harassment.
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Report inappropriate comments to your supervisor or manager as a first step in rectifying the situation. According to Utah's Department of Human Resource Management, some managers interview the offender and the complainant during a preliminary review in an attempt to resolve the situation. If a preliminary review does not solve the problem, your supervisor must report the incident to the human resources department to start a formal investigation. Supplying a copy of your incident log fill is appropriate at this time. If your boss is the offender, report his inappropriate comments to the human resources department. If you feel your complaint does not receive the proper attention, you can file a workplace harassment complaint with your state's anti-discrimination board and labor division, or the EEOC at anytime.
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Tips & Warnings
Continue to report to work and maintain a positive attendance record to avoid charges of insubordination or a sub-par performance.
Be assertive when confronting a workplace harasser. Coming across as intimidated or defeated might cause the harasser to escalate his actions.
Never retaliate in response to inappropriate comments.
Understand that it is illegal for an employee to terminate a harassment complainant in retaliation for a complaint.
References
- U.S. Equal Employment Opportunity Commission: Harassment
- Utah Department of Human Resource Management: Employee Guide to Workplace Harassment Prevention
- U.S. Equal Employment Opportunity Commission: Title VII of the Civil Rights Act of 1964
- HRM Today: How to Deal with Inappropriate Humor; Drew Tarvin; February 2011
