Nicknames — Tip of the Week

Can nicknames be a problem at work? Of course. Nicknames that are tantamount to ethnic, racial or sexual slurs and given to an employee by co-workers are a problem. In those cases, it doesn’t matter whether the employee is called the nickname to his face or behind his back or whether the employee complains about the nickname. It can’t be tolerated.

What about nicknames employees give themselves or were given to employees when they were young? They’ve been called those nicknames all their lives. This kind of nickname doesn’t have as much potential for employment law trouble as one bestowed by co-workers, but particular nicknames, even if chosen by the employee or his family, could create controversy — even discrimination or harassment claims — if they offend co-workers.

Some of the people I’ve known with nicknames include: Bully, Rebel, Chink, Frog, Jughead and Goober. Offensive? Possibly. If your supervisor is called Bully; if an African-American believes Rebel is like wearing a Confederate flag; if Asian-American employees take offense at someone else being called Chink; if employees from France object to Frog; if females think Jughead (a character in Archie comics) has offensive sexual connotations. I’m not sure who Goober would offend, but surely someone.

Derogatory nicknames given to an employee by co-workers should be easy to handle. Nicknames that have belonged to employees all their lives deserve more careful consideration. If an employee complains, a low-key conversation with the offensively nicknamed employee should occur. Then, it would be a good idea to have a conversation with the complaining employee and the nicknamed employee together. These conversations should be handled by HR.

Requiring an employee to drop a nickname he’s been called for a long time should be rare, unless it’s clearly filled with derisive ethnic, racial and sexual innuendo. It’s important to take employees’ complaints seriously. It’s also important that common sense prevail.