Re: Coworker who won't take no for an answer

["Gene Kim-Eng" <techwr -at- genek -dot- com>]

If this person's behavior was actually the result of a
condition, had no hostile or abusive intent and did
not interfere with his ability to do his job, then the
issue shifts from the area of harassment (since
it is clearly established that there is no intent) to
what level of tolerance or avoidance on the part
of coworkers can be considered to be "reasonable
accommodation."  If everyone else is provided with
a door they can close and the company is firm
with this individual that he is never to intrude
uninvited into closed doors, moves particularly
annoyed employees out of the line of sight, etc.,
and everybody is able to get their own work done,
there is no law that guarantees any of us freedom
from being annoyed in our daily lives.

Gene Kim-Eng


----- Original Message ----- 
From: "Fred Ridder" <docudoc -at- hotmail -dot- com>
> Further confirmation that the role of an HR department is to protect 
> the
> interests of the company. If his behavior had a medical or organic 
> cause,
> dismissing him would potentially expose the company to legal action
> under the Americans with Disabilities Act. And retaining him had 
> obvious
> benefit for the company if he was as talented as you say.

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