And it wasn’t even casual Friday
September 30, 2008 by Fred HosierPosted in: Employees do the strangest things, In this week's e-newsletter, Latest News & Views
We’re guessing that this bar in Delhi, IL, didn’t have any dress code for employees.
That’s because one of its employees was caught not wearing any clothes on the job.
Sheriff’s deputies were making a routine bar check at the Cabin Tavern when they allegedly found bartender Janet Brannon working in the nude.
Brannon was the only employee at the bar, so the deputies closed it down and arrested her on an outstanding warrant, according to the Alton, IL, Telegraph.
She also faces a public indecency charge. Local authorities will also seek charges against the bar’s owners.
Tags: arrested, casual Friday, dress code
October 3rd, 2008 at 10:26 am
why do we waste time in writing and discussing stupid articles (such as this one) in a professional HR
world?
October 3rd, 2008 at 10:37 am
Amen, brother. It must have been a slow HR newsweek..
October 3rd, 2008 at 10:49 am
Does no one have a sense of humor? I realize that this is a HR newsletter but the humor is needed especially in today’s world. I for one appreciate the blunders.
October 3rd, 2008 at 10:51 am
Editor’s note: Because everyone needs a break from all the seriousness and problems of HR work once in a while. If you want to read one of our Web sites that deals more with HR issues, click on HR Morning above under “visit our other sites.” HR Blunders is meant to be a fun site. We have five others in the world of HR that deal with all the serious issues.
October 3rd, 2008 at 10:54 am
Come on guys, lighten up. If there were pictures you probably wouldn’t be complaining!
October 3rd, 2008 at 11:00 am
Ohhhh nonsense, what happens is that there are some people that don’t remember what “Blunders” means. And directly to al gilmour…Why do you “waste” the time reading it?
Keep the “Blunders” coming!!!!
October 3rd, 2008 at 11:09 am
i will match my sense of humor with anybody! however i guess when we enter the “bar” scene to discuss employee relations stuff i just don’t get it! If this person was on an assembly line or in a sales meeting (you get my point) i would really enjoy the humor etc., As a matter of fact let me give you some humor. Perhaps the Cabin Tavern needs an Employee Handbook and Sexual Harassment training programs to help eliminate this kind of behavior in the future. Any volunteers?. Thanks Todd i have now lightened up.
October 3rd, 2008 at 11:13 am
Leave the bar owner alone. I guess it is all about where you are from as to how serious you take an article like this one. I, for one, would happily put a dollar in her tip jar. All the good ones have warrants against them. HAHAHHAHAHA.
October 3rd, 2008 at 11:26 am
Hey Al, lighten up man! Don’t take life too seriously….. It’s NOT PERMANENT.
October 3rd, 2008 at 12:34 pm
Actually, this article does have business implications. I believe that some facts were left out probably to sensationalize and maybe humorize the article.
First, here is a business establishment with an employee. Perhaps, this business was a “nude” establishment and the local laws were not clear as to what is and is not acceptable. This happens all the time when our lawmakers (politicians all) don’t want to set clear standards for fear that someone is offended. As a result, the authorities enter the establishment to monitor its activities and then, rather than address the real issue (having an adult oriented business at a certain location) they arrest the employees on other charges (nudity) with the expectation that if they disuade workers the company will fail and the issue will go away.
Not all laws are clear or fair. Not all authorities are benevolent or honest.
This is happening with any industry that has any controversy. It is currently happening with smoking bans, churches who give sermons that may have a political bent, bars, race tracks and casinos, etc.
Unfortunately, when it is an area of controversy, businesses duck their heads in the sand. The real question is to what extent do companies protect their employees from authorities who abuse their power.
If a government authority comes to your facility to inspect or audit your business, but while there they find things they may personally disagree with, do you accommodate them and direct your employees to comply with their views, even when there may be no legal or business reason to do so?
When a collections company is trying to locate your employee to harass them or garnish their wages, do you cooperate fully knowing that this will reduce your employee’s productivity or do you make sure that the collections company has to follow the letter of the law by having a signed release of information or other authority to release the information.
When the government asks you to supply more and more data on your workers as they data mine, do you simply comply? When they ask for smoking status, medical information, political affiliation, income level, number of dependents, church, nationality, sex, membership in groups, recent purchases, etc. ?
A company may feel that they are “safe” and immune from what affects these “controversial enterprises.” It was not all that long ago when alcohol was illegal, but marijuana was. A time when smoking cigarettes was allowed everywhere. i’m not saying that any of these things are right or wrong. What I am saying is that when society changes its mind about something and decides that it is “unacceptable,” it is often the employees who get targeted to influence the larger organization.
To what extent should employers protect their employees from governmental abuse?
October 3rd, 2008 at 1:00 pm
No wonder HR folks have the reputation they have! It’s because of people like Al, Mike and others that blow everything out of proportion. Can’t you crack a smile? Can employees confide in you to share their blunders/mistakes? If one does, do you turn it around and let them know, in a dry, scathing way, that it wasn’t funny and they shouldn’t waste your valuable HR time with that nonsense? If you’re going to read an article with a “Blunders” heading…expect silly people doing silly stuff. Don’t expect a full dissertation on what ADA, HIIPA, EEOC, etc. laws were broken.
October 3rd, 2008 at 1:54 pm
Can someone give the address of the tavern?
October 3rd, 2008 at 2:00 pm
In rebuttal to what HR Dude says:
“No wonder HR folks have the reputation they have! It’s because of people like Al, Mike and others that blow everything out of proportion.”
I am not sure whether the reputation HR Dude refers to is good or bad. My point is that leaders need to THINK about situations and their implications and not simply follow a rule book. We have gone from an ethical society where issues and implications were considered before making a decision to a legalistic, rule driven society. It was that mentality used in Nuremburg and Mai Lai… I was just following orders. Polititicians are the first to say “I’ve done nothing illegal…”
It is good to laugh at obvious blunders, but comedy has its roots in the common pains of our society. As leaders, we have a moral duty and a responsibility to THINK before we make decisions. Most HR professionals I know, do just that, so I would guess the rep is good.
October 3rd, 2008 at 3:55 pm
I’m surprised to hear such comments from HR Professionals. Yes, it’s entertaining… outside of work. Some of your comments are on the border of sexual harrassment. Glad you don’t represent any employees in my HR Dept.!
October 6th, 2008 at 9:52 am
You so called HR “professionals” are just too uptight about your jobs and life in general. 9 to 5 is fine to take a position on an issue when it involves your employees or managers. This is a forum that’s specifically called “blunders” You folks REALLY need to take a step back look in the mirror and think about your “professional” comments on this one. As the other Ed said before, you can’t take life too seriously, because it’s not permanent. Remember when you’re gone, some one else will be right there at the back of your casket to take your place. Yes, I agree to a point about doing your job in a manner befitting an HR person and commenting to assist others in so called sticky situations, but when it comes down to a laughable item that doesn’t directly involve any of us, take it for what is, a funny thingtolighten our day. Some of you would make great lawyers representing those who send in videos for Americas’ Funniest Videos.
October 24th, 2008 at 10:00 am
In response to HR - everything everybody does at any time is offensive to some one, somewhere and that is a ridiculous waste of HR time. I would be glad to have people with a sense of humor in my department at anytime.
Their comments do NOT border on harassment (if you new the laws) you had better be careful about penalizing an employee for harassment if it really is not the case. Going overboard is just as bad as under-reacting.