An interesting item recently appeared in the news involving a Grade 5 Altona classroom. A teacher posted a particular plaque in the classroom that a number of parents found offensive. Complaints, conflict and hard feelings predictably followed. Regardless of where one stands on the subject matter of the particular posting, the story raises some very interesting issues about what an employee can and cannot post or display in the workplace.

Types of Problematic Postings

Employers are ultimately responsible for maintaining harmony, order and overall effectiveness in the workplace. There are a number of ways that employee posters, stickers, pictures or other items might become problematic.
The first relates to whether an item, of any sort, violates the employer’s respectful workplace or human rights policy or rules. An item that promotes discrimination, hatred or that potentially offends any aspect of the prohibited characteristics identified in the employer policy or in the Human Rights Code is unacceptable in the workplace, regardless of where or how it appears.

The second relates to whether an item interferes in any way with the safe and effective operations of the workplace. A poster, calendar, sign or other item that blocks or obscures safe work instructions or warning signs is unacceptable.
Any item that may be considered harassing or threatening in any way is not appropriate and should be removed immediately from the workplace. Most employees and employers understand that acts of harassment or violence are not to be tolerated.

Problems with Personalizing the Workplace

Many employees decorate their workstation or cubicle with personal items. Often this includes family / pet photos, travel pictures, hobby items etc… the list goes on. Employers are usually very tolerant of such items. Many employers even encourage employees to personalize their work area. We all spend a great number of hours in our workplaces so a bit of personalization can be a welcome relief from our duties and can serve as a reminder of the things we care for and work hard to maintain.

Workplace issues arise when personal items are potentially offensive or when they interfere with the effective operation of the workplace in any way.

Tips for Employees

Employees need to understand that the workplace contains the equipment, materials and processes for serving the needs of internal and external customers. The workplace is not an extension of our homes or our personal property. Employees should act in accordance with company policies or rules with respect to posting personal items in the workplace.

“If in doubt, find out” is a good rule of thumb to follow. Generously apply common sense. If an item is likely to be offensive in any way, keep it at home.

Finally, if directed to remove a personal item, follow such instructions promptly.

Tips for Employers

Employers who wish to promote workplace harmony and effectiveness need to communicate requirements and expectations to their employees. An effective way to do so is to develop and communicate a clear and comprehensive policy on postings and depictions in the workplace. Such a policy should focus on answering “What?” is acceptable and “Why?” this is an important issue. Training and ongoing communication of the policy and rules are essential.

In addition, the employer should carefully monitor and observe the workplace to ensure inappropriate postings and materials are not present and that they don’t slowly creep into the workplace. Safety and Health Committees can be tasked with including a search for potentially harassing or violent materials or information when they conduct their regular workplace inspections.

Finally, employers should apply a very simple rule. When dealing with potentially offensive, derogatory or threatening materials in the workplace, the rule of thumb for an employer or a manager should be: “If in doubt, take it out!”