Watch your Mouth
August 24, 2006

Although there is no legal requirement that employers have a specific "cursing policy," there are several reasons why employers should address profanity in the workplace in policy manuals or handbooks

Profanity will likely be seen as highly unprofessional. In most industries, customers, clients, the general public, and even employees do not want to be subjected to, and will be offended by, widespread cursing. This is true even in settings where profanity is more acceptable. Additionally, supervisors, managers, or executives with foul mouths often intimidate others, rather then inspire them. More importantly, it can create conflict and lead to legal problems.

Discrimination and harassment claims often include complaints about sexual language, racial or ethnic slurs, or simply cursing and profanity. The use of certain profane words can help a plaintiff prove a harassment or discrimination claim. Some words are viewed as derogatory or harassing toward women, others are seen as sexual in nature, and some employees can be offended by profanity on religious grounds. Finally, the use of profanity may lead to hostility and workplace violence.

To avoid these problems, employers should have some policy addressing cursing and profanity. A separate policy is a possibility, but not a requirement. Often, the topic is addressed in policies addressing acceptable workplace behavior and conduct. Additionally, even absent a specific policy, employees should be warned that cursing and profanity are not acceptable, and that discipline may be necessary for offending employees.

If the use of profanity is a problem in your company, you should think about adopting a new policy or modifying an existing policy. Training of both management and non-management employees can also be an effective tool.