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Disruptive behavior in the workplace creates some of the most difficult problems for supervisors and coworkers. All Coast Guard units require employees to keep their comments, statements, utterances, and behaviors within certain broad boundaries. There may be variation in what management considers appropriate or acceptable behavior in the workplace, depending upon the work environment and the prevailing practice. Failure to demonstrate appropriate behavior in the workplace can prove disruptive to operations and provide the basis for discipline up to and including removal.
Examples of disruptive behavior include:
Failing to address disruptive behavior can be a steady drain on morale thereby decreasing productivity and leading to high staff turnover, which can further degrade work quality. At the extreme, disruptive behavior can undermine safety, create hostile work environments and even generate dangerous work related interactions and encounters.
Disruptive or inappropriate behavior may be a warning sign of underlying issues affecting an employee’s health and well-being. Supervisors are encouraged to inform an employee about the Coast Guard’s Employee Assistance Program (CGSUPRT). CGSUPRT is a voluntary, confidential, counseling, assessment and referral service provided for employees and their family members who need help with personal, family, or job-related problems that may be affecting performance or work-related conduct.
Supervisors should contact their servicing CG-124 Specialist regarding any disruptive behavior in the workplace and taking appropriate administrative action to address the conduct.