# Advice on dealing with cursing in the workplace

**URL:** <https://boards.straightdope.com/t/advice-on-dealing-with-cursing-in-the-workplace/1024288>\
**Category:** In My Humble Opinion\
**Created:** [October 25, 2025, 11:05pm UTC](https://boards.straightdope.com/t/advice-on-dealing-with-cursing-in-the-workplace/1024288 "2025-10-25T23:05:10Z")\
**Posts on this page:** 1\
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**Author:** ![turtlescanfly](https://avatars.discourse-cdn.com/v4/letter/t/65b543/32.png) [@turtlescanfly](https://boards.straightdope.com/u/turtlescanfly)\
**Post date:** [October 25, 2025, 11:05pm UTC](https://boards.straightdope.com/t/advice-on-dealing-with-cursing-in-the-workplace/1024288/1 "2025-10-25T23:05:10Z")

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I have a new employee who curses loudly and excessively at my workplace (a big box home improvement retailer). Literally hardly a single sentence that comes out of his mouth contains a profanity (the “F” word and all it’s conjugates being his favorite.

I am hardly a prude, and I’d be lying if I never cursed out loud at work, but this is next level. I’ve mentioned it several times before, but yesterday I was a little more stern, letting him know it was unprofessional, inappropriate, and needs to stop. He then tells me that he had a TBI (traumatic brain injury) when he was younger and it damaged the part of his brain that regulates his ability to control it, and has documentation to prove it.

He’s mentioned the TBI in passing before so I don’t really doubt that part is true, I’m even willing to concede that it may be partially or wholly responsible for his colorful language. My real question is “So what?”

I don’t want to be insensitive to someone with a disability, and there are certainly legal protections involved (reasonable accommodations and all that) but would that really apply here? Do employers have a right to expect a certain level of decorum and professionalism from employees? If they are unable for whatever reason not able to comply, does that not mean they are unable to fulfill the essential duties of the job? ADA protections are comprehensive but not absolute. Will his document on of the nature of his TBI (if it even actually exists) be problematic?

I am the direct supervisor of this employee, responsible for training and coaching but not authorized to actually implement any binding disciplinary action. I will be discussing with my manager ( who is authorized), but I was just curious if anyone had some input into this situation (or similar experience).

Thanks in advance.

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