When employees curse excessively in the workplace, or even a little bit, some companies may want to use their own “f-word” — as in “firing.” Others may barely notice, and some may not want to deal with employees’ choice of language at all.
Yet employers need to carefully consider their responses to profane and obscene language in the workplace. Cracking down too hard on employees can lead to legal problems and turn supervisors into the language police. Companies may be surprised to find out that cursing employees can sometimes claim they are participating in protected work activity under the National Labor Relations Act (NLRA). This rule applies in both union and non-union workplaces.