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Is a person's scheduled day off counted towards the 3 day occurence policy?
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<blockquote data-quote="scooby0048" data-source="post: 4247471" data-attributes="member: 50693"><p>Let me preface this by saying I would never condone the above behavior for any reason. Now we are just two fellas talking, but in those examples, how could sexual harassment and racist jokes be so egregious to cause removal and subsequent termination? </p><p></p><p>The only way I could see sexual harassment being egregious is with physical contact. In that case, the unwanted behavior would more than likely fall under unlawful sexual contact /conduct. (Not only a criminal offense but a workplace violence thing)</p><p></p><p>The racist jokes, well, I could see the company using the workplace violence label to terminate but my question would be, since when did saying something constitute an egregious behavior? Words might evoke and provoke someone into violence but words alone cause no harm. </p><p></p><p>How did these terminations stick?</p></blockquote><p></p>
[QUOTE="scooby0048, post: 4247471, member: 50693"] Let me preface this by saying I would never condone the above behavior for any reason. Now we are just two fellas talking, but in those examples, how could sexual harassment and racist jokes be so egregious to cause removal and subsequent termination? The only way I could see sexual harassment being egregious is with physical contact. In that case, the unwanted behavior would more than likely fall under unlawful sexual contact /conduct. (Not only a criminal offense but a workplace violence thing) The racist jokes, well, I could see the company using the workplace violence label to terminate but my question would be, since when did saying something constitute an egregious behavior? Words might evoke and provoke someone into violence but words alone cause no harm. How did these terminations stick? [/QUOTE]
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Is a person's scheduled day off counted towards the 3 day occurence policy?
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