Bravo to employment attorney Michael P. Maslanka, who wrote:
I have zero tolerance for zero tolerance policies. Lawyers should encourage employers to look at each situation in context: Did the employee express true remorse? Has he not just acknowledged responsibility but also set out how he will avoid a recurrence? Does he have an otherwise good work history? Employers should ask these questions before deciding to impose the workplace equivalent of capital punishment. Those who promulgate zero tolerance polices often get a shocker: The first person who violates it is a key, long-term or beloved employee. Shock No. 2, managers often do not want to (and will not) enforce a policy they perceive as too harsh.