|
The
Gun in the Purse and the Expense Account Cheat
by Dr. Lynne
Curry
Question:
I work next to a woman I can only describe as strange. She talks
about witches, hexes and spirits. When you walk too close to her
desk, ask her a question or in any way surprise her, she glares
and hisses until you walk away. When she’s angry with you, she
gets right in your face.
Several others in
the office, including our supervisor, feel intimidated by her and
avoid her. Braver employees roll their eyes and do impersonations
of her hissing. Ordinarily I would just live and let live but I’ve
been told this employee carries a gun to work. I don’t know if
she does or not but she never lets her purse out of her sight and
even takes it to the bathroom with her. Is she allowed to bring
her gun to work? What can I do to protect myself? Aren’t there
any laws that protect normal people from bizarre co-workers? Since
our supervisor seems to have decided to "look the other
way," should I confront this woman myself?
Answer:
In Alaska and 27 other states, citizens with gun permits can
legally carry concealed handguns. In Alaska and these other
states, however, employers can legally establish a zero-tolerance
policy against employees bringing guns to work. As an example, in
February, 2002, the 2nd District Court in Ogden, Utah
ruled in favor of American Online after AOL’s management fired
three employees for carrying guns to work in violation of AOL’s
"No Tolerance for Weapons at Work" policy. According to
Judge Roger Dutso, "it makes no sense that each morning as a
person arises to go to work, he knows that someone he might have
friction with at work has the right to be carrying a firearm or
other dangerous weapon."
If your company
does not have a policy against employees bringing guns to work,
ask that one be written and enforced. Even companies that lack
gun-specific policies, however, have a legal obligation to
maintain a safe work place for employees. The federal Occupational
Safety and Health Administration (OSHA) imposes penalties on
employers that knowingly allow a dangerous workplace. This means
that if you let your employer know you fear violence from a
co-worker, at a minimum they need to investigate the situation or
face potential penalties.
Meanwhile, to
protect yourself, stay away from your co-worker and don’t act in
a way that provokes her. Thus, don’t confront her, don’t join
in when others mock her and don’t let your fear become obvious.
When you show either fear or aggression toward someone already on
the edge, you can send them over the edge.
Finally, suggest
to your supervisor that she call a good attorney and learn about
your company’s duty and right to take the actions needed to
protect employees from coworkers. According to labor and
employment attorney Aleta Pillick, "Employers can terminate
an employee whose actions create serious disruption or pose harm
to other employees even though the employee’s behavior results
from an emotional disability otherwise protected under the
Americans with Disabilities Act." In short, employers need to
act when employees such as you come to work dreading what other
employees carry in their purses.
Question:
My supervisor, who makes $75,000 a year, cheats on his expense
account. He dates a different woman each week and claims these
expensive three-hour lunches and dinners involve the
"marketing" of new business projects. When he sends his
newest lady love flowers, he writes a client’s name on the
company charge slip. This has been going on for months and I can’t
stand it any more.
I’d bring this
up to his boss, but the most likely outcome would be my getting
fired. How do employees like me handle things like this? Is the
best thing for me to do just keep my mouth shut and hope somebody
will catch him at his lies?
Answer:
Your answer lies in your statement "I can’t stand it any
more." Honest employees that work for cheats either decide
they’re "somebody" or face losing their own
self-respect. So take action – but carefully.
First, collect
the evidence you need to prove your allegations. Second, get a
copy of your company’s personnel policies. If they prohibit
theft, you can claim whistleblower status if you expose your
manager and get axed as a result. Third, check out the senior
managers in your company. Does any one of them appear to really
value integrity? If so, go to this manager and ask if you can give
her confidential information. If she says she can’t provide you
confidentiality, don’t say more. If she says she’ll give you
protection, give her the evidence. If you find the right senior
manager, she’ll take it from there.
|
