Tribunal rules worker fired for gossiping should get job back
November 14, 2008 by Fred HosierPosted in: Dubious decisions, Here comes the judge, In this week's e-newsletter, Latest News & Views
A worker was fired for gossiping about improper workplace behavior by some of her co-workers. Meanwhile, the co-workers were given second chances.
Hospital security guard Suzana Kalyn allegedly breached confidentiality when she discussed openly with other workers an incident where male employees viewed pornography on a computer in a hospital library.
The workers involved in the porn incident weren’t fired.
Kalyn took her case to a Human Rights Tribunal in British Columbia, Canada.
Another fact Kalyn used to make her case that her firing was unfair: A male hospital worker had sex with a female patient in the psychiatric ward but was allowed to keep his job.
The tribunal ordered Kalyn’s former employer to reinstate her within two months, pay her almost two years in wages and award her $20,000 in damages.
How do you handle workplace gossip? Let us know in the Comments Box below.
Tags: confidentiality, fired, gossip
November 21st, 2008 at 12:09 pm
After years of hearing office gossip and seeing the morale of certain workers slowly be destroyed I’d had enough. I called a meeting with the entire staff to let them know I was adding a “Malicious Gossip” section to our employee manual. It states that any type of gossip will not be tolerated. It also states that any type of displeasure with the company should only be expressed solely to management. One employee was so upset with the new rule, she quit. Not being able to gossip was really hard on her! If the employees here are still spreading rumors I sure don’t see it. We periodicaly have open forum staff meetings to “blow off steam” if necessary. So far it seems to be working.
November 21st, 2008 at 1:19 pm
Gossip is vicious and hurtful and has no place anywhere. It is a true reflection of ones character, ego, and lack of self esteem that creates or repeats gossip. I make every attempt to discourage office gossip by reiterating that if it doesn’t affect you, it is not yours to talk about. Judgements are based on the facts I have with an individual or situation. Always consider the source.
November 21st, 2008 at 1:31 pm
You can’t control gossip. The best you can do, in my estimation, is to keep your ear tuned to it, glean what you can from it, discourage it when appropriate and never participate personally. But I have learned about inappropriate conduct of workers and supervisors / managers through gossip, so it can be valuable.
November 21st, 2008 at 1:47 pm
Actually I don’t think this can be classed as gossip. Kaylyn addressed a concern that probably was covered in the company policy manual and at the very least could be the start of a hostile workplace complaint. She still may have a case for retailiation for the powesr that be did not recognize the true nature of what was said and take action concerning a serious situation and violation of workplace equipment. I think they got off easy and they should be happy that she did not sue for retailation
November 24th, 2008 at 10:57 am
How would Kalyn suspect that she was doing anything wrong? The employer did not act on its employees viewing porn during company-time; or an employee having sex with a patient. I agree that gossip is counter productive in the workplace. But in this incident, gossip is not the employer’s biggest problem.
December 16th, 2008 at 4:08 pm
Being a Shawnee Native American I have been told by our tribal chief that gossip was the only “crime” that caused expulsion from the tribal villages in the 1800′s – and everyone knew that you were a gossip.
Further, it was indicated that if you heard gossip, you took it back to the individual that it was about, that way it was stopped immediately. End of problem.