<div dir="ltr"><h1 class="">Does your workplace need a profanity policy?</h1>
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<time>Aug 4, 2016, 7:20am EDT</time>
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<strong>Kyra Kudick</strong>
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<p class="">In
some workplaces, cursing is not tolerated under any circumstances,
while in other work environments, a strict ban on profanity is likely to
be met with more than a few choice words.<br></p>
<p class="">The
debate over swearing in the workplace has kept tongues wagging for some
time, with some surveys asserting that it makes employers and
colleagues question the intelligence, control, and professionalism of
vulgar workers, and other studies insisting that cursing relieves stress
and creates camaraderie among coworkers.</p>
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<img src="http://media.bizj.us/view/img/10106767/howtoprofanity*750xx4200-2367-0-432.jpg" alt="Defining what is offensive will likely be your most difficult challenge in drafting a policy because the concept is entirely subjective." class="">
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Defining what is offensive will likely be your most difficult challenge in drafting a… <a href="http://www.bizjournals.com/bizjournals/how-to/human-resources/2016/08/does-your-workplace-need-a-profanity-policy.html?market=bizjournals§ion=human-resources&year=2016&month=08&slug=does-your-workplace-need-a-profanity-policy.html&module=default&controller=howto&action=page#i1" class="">more</a> </p>
<p class="">Image provided by Getty Images (sdominick)</p>
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<p class="">With
no definitive rules or regulations about profanity, companies are left
to their own devices to develop policies that work for them, and company
culture plays a significant role in developing and enforcing such a
policy.</p>
<p class="">Company
policies about profanity should be as specific as possible, and should
be included in the employee handbook and other training materials. The
handbook should also outline disciplinary measures when employees
violate the rules (a progressive policy starting with a verbal warning
is recommended).</p>
<p class="">Consider the following if drafting a company policy about profane language.</p>
<h4 class="">Describe context</h4>
<p class="">If
you are not going to place an all-out ban on profanity (and really, do
you want to enforce that?), then you are going to need to describe the
context of acceptable and unacceptable cursing.</p>
<p class="">If
most of your employees work in a manufacturing environment where
cursing has long been allowed on the factory floor, you might inform
employees that, while cursing may be overlooked in the shop, it is
generally prohibited in front of customers, visitors, or while
representing the company during interaction with the general public (for
example, while wearing a logoed shirt or uniform).</p>
<p class="">Keep
in mind that profanity used in connection with exercising protected
rights (such as filing a harassment claim) might need to be excused. The
National Labor Relations Board has ruled numerous times that simply
prohibiting “offensive” language is an overbroad policy that could be
interpreted as prohibiting discussions of terms and conditions of
employment.</p>
<h4 class="">Define ‘offensive’</h4>
<p class="">Defining
what is offensive will likely be your most difficult challenge in
drafting a policy because the concept is entirely subjective. What might
offend one person will be perfectly tolerable to the next person, and
it all depends on context.</p>
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<p class="">To
that end, you can absolutely ban specific language that is unacceptable
in any context, such as slurs about race, gender, ethnicity, or sexual
orientation, as well as sexual innuendo. Such language can invite claims
of harassment or a hostile work environment, and you are required by
law to address such issues.</p>
<p class="">Profanity
can also be an indication of potential workplace violence. The
Department of Labor considers “verbal abuse including offensive,
profane, and vulgar language” to be included in the forms of violence
among coworkers, so you can also ban profane language that is
specifically used to intimidate or bully.</p>
<p class="">You
might also require that employees respect the views and sensitivities
of coworkers, and if they are asked to refrain from using certain words
or phrases, they should make every effort to accommodate the wishes of
those around them.</p>
<h4 class="">Discipline consistently</h4>
<p class="">If
you choose to create a policy about profanity, be prepared to
consistently enforce the disciplinary process you put in place. Failure
to consistently enforce policies makes them toothless, and inconsistency
in discipline can leave you open to claims of discrimination.</p>
<blockquote class=""><em>Kyra
Kudick is an associate editor at J. J. Keller & Associates. J. J.
Keller is a leader in the regulatory compliance field, helping more than
300,000 customers work to ensure their businesses are in compliance
with applicable government statutes and regulations in health and
safety, employment law, the environment, etc. Kudick holds a bachelor’s
degree from the University of Wisconsin-Green Bay.</em></blockquote>
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