#BTColumn – Zero workplace tolerance policy

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By Dennis DePeiza

Workplaces within the public and private sectors are expected to set and maintain standards of operations and the good conduct of personnel, which are based on the value system of the society. Where a zero workplace tolerance policy is instituted and observed, there should be no discrimination in its application. It should be made absolutely clear that one’s social standing, race, colour, sexual orientation or position in the organization structure, has no bearing in the application of the policy. The point is to be underscored that the weight of the policy resides in its addressing of both moral and ethical concerns. 

It is said that the purpose of a zero tolerance policy is to allow a company to proactively prevent and manage employee behaviour that is illegal, inappropriate or against the organization’s code of conduct. The policy is intended to ensure compliance by employees with its expectations. Employees are expected to guard themselves from engaging in any acts of discrimination, harassment in any form and in particular, sexual harassment, the use of racial slurs, bullying, theft, corruption, dishonestly and lying. This list is inexhaustible and therefore it should not be taken to mean that these are the only acts to which zero tolerance applies. 

The fact that there is a policy in place, should convey to all employees that there are consequences for any breaches. It does not necessary mean that all breaches are subject to punitive disciplinary action, but it should not be ruled out that some form of sanction may be instituted. 

Employees are expected to familiarize themselves with the zero tolerance policy. Moreover, there should be an awareness that they are not exonerated from any consequence for a breach of the policy. As a safeguard, it should be known to both the employee and management that where a violation has been alleged to have taken place, the practice of observing due process must be followed. This requires that an investigation is conducted, as the assumption of guilt should never be made. The individual should also be given the right to account for his or her action. Management should never attempt to enter into a unilateral judgment. 

Any disciplinary action to be taken should bear relation to the severity of the offence or breach that was committed. The disciplinary action should be based on the disciplinary policy of the organization, or to the terms and conditions of the contract of employment of the individual employee.
Whereas automatic termination should never be the first option, it is to be understood that acts of gross indiscipline might necessitate that there is no other choice. Such acts can include disrespect for authority which are classified as gross insubordination, abuse of privilege, callous arrogant and impudent behaviour.   

Where there is the abuse of privilege, this becomes a serious matter. Privilege is said to be a form of societal power. Those in privileged positions tend to have an advantage or opportunity that most people do not have. Very often because of their social standing and wealth, such persons tend to develop a level of arrogance that is second to none. Unfortunately, bigotry can be the result of the perception which some individuals have of themselves. As a consequence of this, errors in judgment are often likely to be made.  

Employers are to be encouraged to set such standards and create a workplace culture that upholds the values which society promotes. Those employers who are not prepared to sacrifice the dignity of the workplace and respect for their customers and clients, are to be saluted. It is pointless to promote workplace standards and best practices, while at the same time prepared to turn a blind eye to non-compliance and breaches which are made. 

To tolerate, accept, forgive rude, crude and impudent behaviour, amounts to the sending of mixed signals, which basically is counterproductive to the cause of making the workplace and the world a better place. 

Dennis DePeiza is a labour & employee relations consultant, Regional Management Services Inc. www.regionalmanagementservices.com