Gossip is an integral part of any work culture. Almost everyone tries to avoid them until they are affected themselves. But here is a young company that has a zero-tolerance policy towards gossip. So much so that at the time of its membership, each new Joinee must sign an “No Gossip” agreement and pursue it religiously with the company throughout its term of office! “There are those who specialize in team attitude, and they are much like a marriage counselor,” she said. “They sit down and talk about what [the gossip] is and maybe they learn that people are angry because the manager prefers certain employees. Depending on where you`re on the management team, you need to check the entire train to make sure there`s no weak link somewhere.” But a certain amount of gossip in the workplace is actually healthy, according to Rieva Lesonsky, CEO of GrowBiz Media, a media and custom content company for small businesses. In the Laurus Technical Institute, the judge found that the “No Gossip” policy was too broad, ambiguous and severely limited to discuss or complain to employees about certain conditions of employment. The judge stated that the scope of the definition of the “Gossip” policy was essentially an extended prohibition against discussion of personal life if they were not present; “no current supervisor” and negative or “derogatory or critical comments against another person or person.” The reason is that there are topics that employees can talk about — or gossip — about them. These include pay, working time and working conditions. An employer who tries to prevent what the law calls “concerted activity” – including talk of working conditions – may violate workers` rights under Section 7.

This applies to sections 7 and 8 (a) (1) of the National Labor Relations Act. Peter Vajda, an Atlanta-based spokesman and author of Speaker on Business Coaching, defines workplace gossip as a form of workplace violence and notes that it is “essentially a form of attack.” Each new Joinee must sign a “No Gossip” agreement at the time of membership and follow them religiously throughout the term of the company, “sometimes gossip is a harbinger of something that is true and it makes them realize that they have to work as a manager,” she added. A company implements a non-gossip policy to contain rumours in the workplace, then fires a woman for violating the directive. The National Labor Relations Board then decided to review the dismissal to see if it was legal.