If you run around your office and yell at your colleagues, could you be considered a disruptive influence? Would that be cause for termination or disciplinary action? Do you need to have a manual that explains that yelling in the office is a bad idea?
In turn, what would happen if you happened to document your yelling in emails using capital letters, bolding, and color? Do you think that any email user would know that writing this type of email might cause some recipients to become upset? Do we need a manual that explains that writing emails like this is a bad idea.
In New Zealand, the answer appears to be yes -- we need a manual.
The New Zealand Employment Relations Authority ruled that Vicki Walker was not fairly terminated from her position after sending emails like the one on the top left to co-workers. Colleagues complained that her emails were too "shouty" and confrontational. She behaved "provocatively" by highlighting key phrases in bold or red, her employer ProCare Health claimed. (Telegraph)
However, Authority member Alastair Dumbleton noted that her employer, ProCare Health did not have a style or etiquette guide for employees using email, so it was not clear what was regarded as unacceptable communication. (Source: Auckland Herald) He agreed that Walker had contributed to disharmony in the workplace, but he said Ms Walker received no warnings.
Walker was awarded nearly NZ$ 6000 in lost wages for and NZ$ 11,500 for any harm caused through her dismissal.
OK. Perhaps Walker did not understand the rules of email etiquette. It might be handy if Emily Post had written such a guide. And, I do think it would have been useful for management to explain to Walker that emails were causing problems. But, do we really need to define what is unacceptable communications in the workplace in this day and age?
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