Workplace conduct: Discussing harassment and using modals of obligation
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Think about these questions before reading. Share your ideas with a partner.
- In your opinion, where is the line between friendly office banter and behavior that could be considered unprofessional? Can you think of an example?
- To what extent is it an individual's responsibility to help create a respectful workplace, versus the company's responsibility to enforce official policies?
- What factors might make someone hesitate to report inappropriate behavior or discrimination they witness or experience at work?
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Handling Workplace Issues
Listen to the dialogue. Notice how the vocabulary and grammar from the lesson are used.
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Answer these questions in your own words. Support your answers with evidence from the article.
01According to the article, what is the initial distinction people must learn to make when discussing problems at work?
Sample answerThe first thing is to learn the difference between general unprofessional behaviour and actual harassment, which is more serious.
02What types of key terms does the article identify as necessary for talking about workplace issues?
Sample answerIt points out specific nouns like 'harassment' and 'discrimination', but also terms related to taking action, such as 'documentation' and the adjective 'obligated'.
03How does the article connect the grammar point of modals with an employee's responsibilities in a difficult workplace situation?
Sample answerIt connects them by explaining that modals like 'must' and 'have to' are used for strong obligations, often based on rules or laws, which is relevant when an employee has a duty to report an incident.
04Beyond defining terms, what practical communication skills does the article imply are essential for handling sensitive workplace incidents?
Sample answerIt suggests that people need to know how to actually talk about these things. For example, they need the right phrases to report a problem to a manager or to offer support to a colleague who has been treated badly.
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Key vocabulary for discussing workplace issues
Vocabulary
The following expressions are useful for discussing sensitive situations at work in a clear and professional way. They go beyond the basic terms found in the article.
Examples
To cross the line — to behave in a way that is considered unacceptable or inappropriate.
Usage note: This is a common idiom used to describe when a specific action becomes offensive. For example, 'Making a joke is one thing, but he really crossed the line with that comment.'
To raise a concern — to inform someone in authority, like a manager or HR, about a problem or worry in a professional manner.
Usage note: This is a polite and diplomatic alternative to 'complain'. It's often used as the first step in addressing an issue. For example, 'I need to raise a concern about the unequal distribution of tasks.'
To file a formal complaint — to make an official, usually written, report about a serious problem.
Usage note: This is a semi-formal collocation for official procedures. You 'file a complaint with' a department (e.g., HR) 'against' a person.
Hostile work environment — a workplace where ongoing unwelcome comments or conduct create an intimidating or offensive atmosphere.
Usage note: This is a specific term, often used in HR and legal contexts. It refers to a pattern of behavior, not just a single incident.
Retaliation — the act of punishing someone for reporting misconduct or making a complaint.
Usage note: This is a formal noun. Common phrases are 'fear of retaliation' or 'to face retaliation'. For example, 'The company has a strict policy that protects employees from retaliation.'
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Workplace conduct: sentence matching
This exercise will help you practice common phrases used when discussing workplace policies and behavior.
Match the beginning of each sentence on the left with its correct ending on the right.
Drag or click to match
Definitions
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Grammar: Modals of obligation, prohibition, and advice
Grammar
We use modal verbs to express different levels of certainty, necessity, or social obligation. When discussing workplace conduct, they are essential for talking about rules (obligation), what is not allowed (prohibition), and what is recommended (advice).
Examples
Employers must investigate all harassment claims seriously.
Use 'must' or 'have to' for strong obligations, often based on laws or official company rules.
If you feel uncomfortable, you should speak to your manager or HR.
Use 'should' or 'ought to' to give strong advice or suggest the best course of action. It's a recommendation, not a strict rule.
You mustn't retaliate against someone for reporting an issue.
Use 'mustn't' for strong prohibitions – things that are strictly forbidden. Don't confuse it with 'don't have to', which means something is not necessary.
Key points
- Use 'must' and 'have to' for rules and legal obligations.
- Use 'should' to give advice or make a recommendation.
- A common mistake is confusing 'mustn't' (it's forbidden) with 'don't have to' (it's not required).
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Correct the mistake
The sentences below are about workplace conduct. Can you spot the errors?
Each sentence contains one error. Find and correct it.
01The constant jokes and unwelcome comments led to a very hostility work environment.
Corrected version
The constant jokes and unwelcome comments led to a very hostility hostile work environment.
02According to the company handbook, you must to document any incident of harassment immediately.
Corrected version
According to the company handbook, you must to document any incident of harassment immediately.
03If you witness something inappropriate, you should do a concern with the HR department.
Corrected version
If you witness something inappropriate, you should do raise a concern with the HR department.
04The manager was accused for retaliating against the employee who filed the complaint.
Corrected version
The manager was accused for of retaliating against the employee who filed the complaint.
05All evidence of the inappropriate behavior were submitted with the formal complaint.
Corrected version
All evidence of the inappropriate behavior were was submitted with the formal complaint.
06The company is legally obligate to investigate all claims of discrimination.
Corrected version
The company is legally obligate obligated to investigate all claims of discrimination.
07It takes a lot of courage to file formal complaint against a powerful colleague.
Corrected version
It takes a lot of courage to file a formal complaint against a powerful colleague.
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Useful phrases: Supporting a colleague
Vocabulary
When a colleague has experienced inappropriate behavior, it can be difficult to know what to say. Use these phrases to offer support in a sensitive, effective, and professional way.
Examples
"I couldn't help but notice what happened earlier. Are you okay?" — gently opens the conversation and shows concern.
Register: Neutral/Informal. Use this in private, shortly after you've witnessed a troubling incident, to check in with your colleague without being intrusive.
"That was completely out of line. You have every right to feel that way." — validates the person's feelings and confirms the behavior was unacceptable.
Register: Informal but supportive. Use this to show solidarity and make your colleague feel heard and understood. It confirms that their reaction is justified.
"Just so you know, whatever you share stays between us." — establishes trust and confidentiality.
Register: Neutral. It's best to say this early in the conversation to create a safe space and reassure your colleague that you can be trusted with sensitive information.
"Have you considered documenting what happened, just in case?" — offers practical advice in a non-demanding way.
Register: Neutral. This is a gentle way to suggest a helpful action (keeping a record) without telling them what they must do. It empowers them to take a protective step.
"If you decide to report this, I'm happy to back you up." — offers concrete support without pressure.
Register: Neutral/Informal. Use this to show you're willing to act as a witness or provide corroboration if they choose to take formal action. 'To back someone up' means to support them.
"For what it's worth, I think you're handling this with a lot of strength." — offers encouragement and expresses admiration.
Register: Informal and empathetic. 'For what it's worth' is a phrase used to offer an opinion humbly. It's a kind way to boost your colleague's confidence during a difficult time.
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Complete the sentences with words from the box. One word is extra.
Word bank
01After she reported the issue to HR, she was worried about facing from her manager, such as being given unimportant tasks.
02The constant jokes and offensive comments created a work environment that made it difficult for anyone to concentrate.
03If you feel the situation hasn't been resolved informally, you have the right to file a formal with the human resources department.
04I'd like to raise a about the way feedback is being given in our team meetings; it sometimes feels personal.
05His comments during the meeting were completely unprofessional and the line from joking to harassment.
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Discuss these questions with a partner. Try to use vocabulary from the lesson.
- To what extent should a company be held responsible for protecting employees from harassment by clients or customers? Should a company be obligated to fire a high-value client if they create a hostile work environment for an employee?
- Thinking about your own country's work culture, are there certain types of 'jokes' or behaviors that are widely accepted but might be seen as crossing the line in other cultures? How does this cultural context affect when and how someone might decide to raise a concern?
- Imagine a colleague tells you they are afraid to file a formal complaint about a manager's inappropriate behavior because they fear retaliation. What advice would you give them, and what steps do you think are most effective for documenting incidents to build a strong case?