A unionized employee illed more than a dozen grievances over a three-year period. His s visors asked him why he was filing so many grievances and called him a "troublemaker" The employee got into an argument with a co- worker and was told that if there was another instance, he would be fired. A few months later the employee made a derisive comment about another coworker who was not present. When the coworker later heard secondhand what had been said about him, he complained to manage- ment. The employee was suspended and then terminated for "comments directed toward another employee that were totally inappropri- ate, intimidating, antagonistic and offensive and could be construed as sexual harassment towards a fellow employee." Vulgar comments were com- mon in this workplace. No written rule prohib- ited profanity, and no employee had ever been discharged on this basis. The employee's case was brought to the NLRB. What should the Board decide? Why? around and E super-

A unionized employee Illed more than a dozen grievances over a three-year period. His supervisors asked him why he was filing so many grievances and called him a "troublemaker." The employee got into an argument with a co. worker and was told that if there was another instance, he would be fired. A few months later the employee made a derisive comment about another coworker who was not present. When the coworker later heard secondhand what had been said about him, he complained to management. The employee was suspended and then terminated for "comments directed toward another employee that were totally inappropriate, intimidating, antagonistic and offensive and could be construed as sexual harassment towards a fellow employee." Vulgar comments were common in this workplace. No written rule prohibited profanity, and no employee had ever been discharged on this basis. The employee's case wa brought to the NLRB. What should the Board decide? Why