@baldur_odinson:
Not at all the time, no. If said person doesn't voice their opinions on the clock, that shows restraint and the willingness to work alongside another person with which they disagree with.
1) This isn't about which Football team is better or which TV show is better. Its not something that you can end with a "Oh well, lets agree to disagree." You can't say to someone your life is worth less because of your race or gender and when they obviously not agree with that, you end that with a "lets agree to disagree." At least that's how I see it.
I've been in that position before and know the feeling, and it's not a difficult thing to do. Knowing that someone doesn't like you because of your political opinions isn't going to kill you; knowing someone doesn't like you because of your skin color isn't going to kill you, either -- reporting a co-worker after they posted "I hate transgender people," isn't a logical or even a moral reason for getting them fired. Life isn't fair, but working isn't about "feelings," it's about doing the job. Again, it's only a terrible work environment when a side creates drama over it.
2.1)I don't know how a drama will not be created over it. But more so than that, why would any employer ever risk it? Maybe you're right. Maybe there are people with enough self restraint and professionalism in themselves that they are willing to spend 40 hours a week with someone who hates them for their race or gender or country and not feel uncomfortable. But there are likely very few employers who would bet that all of their employees are capable of that.
2.2)Why should an employer risk their work environment becoming toxic and hence less productive over one person's view of who is mentally sound or who gets to live? They shouldn't have to make that gamble if all of their employees are going to be alright working alongside someone who hates them. The scenario you are presenting is far less likely to happen, so its not a good gamble either.
1) Yes it is, and sure you can. Free speech grants you the ability to say whatever you want, and no one, not even an employer, can take that away from you. There's also this fun little thing called "ignoring" someone when they've said something you don't agree with. Words can't hurt you unless you let them; physical actions are what's primarily a concern, though.
2) The best way is to ignore the drama, which anyone can do. If they ignore the drama someone else starts with them, the drama is going to fade away; I'm not saying that that happens regularly, but possibly more than you think. Why should an employer risk it? Well, the employer doesn't actually know whether risking it is good or bad or in-between; all they can do is hope that it doesn't spiral out of control when it occurs, then they're forced to take the necessary steps in dismantling it. Like I mentioned before, working isn't about feelings, it's about the job; I personally don't care if someone I work with has a hard-on for hating me based on my appearance, it doesn't stop me from working alongside them. I wish others had the same work ethic as I do.
3) That depends on who creates the risk. If one employee posts an anti-religious image of Jesus while off the clock, and another employee sees it and reports the former employee to their employer, then begins gossiping with other employees about it while on the clock, should the former employee be punished? No. That's why the employer should figure out where the potential risk is at. Which, in this case, would be latter employee. You're right, though. The employer has to be smart enough to recognize problems before they happen; although, I'm a strong believer in that, whatever is said outside of work, has no place at work, and anyone using Free Speech (and not inciting violence), can't be punished by an employer outside of the job. Anything and everything is far less or far more plausible events.
Log in to comment