WEBVTT

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What is this?

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HR sent it up. They want some information on Marco.

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Marco? You mean that black kid from the mail room?

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I'm her witness. Tina's right. Rose.

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That's a good name for her. The color matches her neck!

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You know, most organizations have
zero tolerance policies these days.

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Whether it's drugs, workplace violence, or harassment,

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organizations are making a clear statement
about what is acceptable behavior at work.

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But - even though the zero tolerance
policy may be clear - as managers,

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we have to know how to enforce it.
And that means we have to know

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how to recognize and correct situations
that cross the line. In other words,

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we have to make sure the unacceptable
behavior stops, or is prevented,

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and that it doesn't happen again.

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And we have to do it in a way that's in line
with the organization's policies and procedures.

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Zero tolerance tells us when certain
situations require immediate action.

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But you still have to use good judgment.
In other words, zero tolerance

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does not mean the maximum penalties
be imposed automatically.

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You have to think your way through it to make sure that

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you take the most appropriate action,
under the circumstances.

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And, that means keeping in mind
requirements for fairness and equity.

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And other things you have to take
into consideration, like due process,

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giving the person a chance to be heard,
your progressive discipline program,

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or union contracts requirements.

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In fact, there have been several cases

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where actions taken under zero tolerance
policies were overturned in court

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because the organization failed to get all the facts, or

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because the actions taken were in conflict
with their own policies and requirements.

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Of course, the challenge is to remember to do all that;

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especially when you run up against a situation that
seems like it's pretty clear cut on the surface.

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That's why it's so important to
make sure you have all the facts

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before you determine the most appropriate
action in any given situation.