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That's a good example of how to handle
a potential zero tolerance situation.

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Like I said before, as managers, we have
to know how to recognize and correct

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situations that cross the line. There
are some key things that have to happen

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if we're going to enforce a zero tolerance policy

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and maintain a respectful, productive
workplace at the same time.

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To deal with zero tolerance situations correctly,

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the organizational experts from HR or
Legal have to be involved from day one.

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All the facts have to be gathered.
There has to be thorough documentation.

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And confidentially has to be maintained to the greatest
extent possible throughout the entire process.

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And the final action taken has to be the
one best able to correct the problem,

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prevent recurrence and it must be in line with
organizational policies and requirements.

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Managers also have the responsibility to
maintain working relationships and respect.

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MEET is a great tool for that.

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Tf it's really a case of misunderstanding,

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MEET helps you reach understanding and agreement.

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When disciplinary action is necessary,
using MEET will help make sure

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the process is conducted with
respect for everyone involved.

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That helps to insure that the solutions reached

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are consistent with organizational policies
and requirements for fairness and inclusion.

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And believe me, that helps minimize
complications down the road.

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See, we have to remember that everything
has a context. And in reality,

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there are few situations where immediate
termination would be the first response.

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Obviously, if it truly is a zero tolerance situation -

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we've got to enforce the policy equally,
no matter who violated it.

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But if it's more a matter of, "you know,
this could become a zero tolerance issue

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if I don't step in here...
we've  got to take appropriate action

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to make sure the behavior stops
and that it isn't repeated.

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I guess what I'm saying is,
zero tolerance is another area

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where one of the best actions you
can take is to let people know:

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"Hey, I think we need to meet."