Dear Kathryn:

The anonymity of e-mail has created animals out of my co-workers.

While my pocket-protector geeky peers would never have gotten up the nerve to say or show anything of a sexual nature to me, email has loosened their inhibitions. My staff and I myself have all been the unlucky recipients of pornographic pictures, filthy jokes and beyond-flirtatious messages. As department coordinator, a few of the staff came to me to complain so I went to management. Upper management's done nothing to curb these email junkies' behavior.

This is not professional office protocol and I'm sick of wondering what the next email I open will reveal. Doesn't upper management have to stop this?

Our office is busier than ever and I think they feel this is a non-issue and can get pushed under the carpet. What are our rights and what should we do next?

SUE R., TAMMY U., PAULA W., Madison, C

Dear Insulted Team:

You're right! You don't to put up with this type of harassment.

Under Title VII of the Civil Rights Act of 1964, a claim for sexual harassment can be made when one employee subjects another employee to unwelcome offensive acts. If one of the parties feels the work environment is offensive and intimidating, that employee has grounds for a sexual harassment claim. Your employer owes you and your co-worker an environment where this type of conduct doesn't happen!

My suggestion: memo your employer with your complaint so that you have proof of your issue. Your employer should follow thorough by immediately investigating the problem and reprimanding the employees who are sending this drivel.

One last reminder-In order for your company to protect you against sexual harassment of this nature, they can and should be monitoring all of their employee's use of the computer. Keep this in mind whenever you're sending e-mails that might contain information you want to keep confidential as they're privy to your employer's inspection as well.

Dear Kathryn:

A good employee I hired six months ago has added an earring to her nose and eyebrow. If she were a back room person, I wouldn't care, however as this person comes into contact with our high-level investment clients; I can't deal with it. I already fielded four broker's screeching about it.

I don't want to risk a discrimination suit however, a brokerage firm is not the place for statements of self-expression.

How do I approach this and can I fire her if she doesn't comply?

CAROL K., Farmington, CT

DearCarol:

I'm assuming no written policy exists as if one did, you'd point to that and tell your employee to lose the new adornments.

Have a sit-down with her, telling her that you thought she was aware of the professional nature of your business and the necessity of a professional, conservative presentation. Tell her that while some employers may accept all types of dress and jewelry, yours cannot and she needs to leave the body piercings off during business hours.

I checked with Attorney Clemow and he says that if you instruct her to loose the piercings and she does not, you'd have grounds for dismissal due to willful misconduct. Attorney Brian Clemow reminds us to be sure to enforce this dress conduct for all of your employees.

Dear Kathryn:

I've been a human resource manager for eight years and am hitting a glass ceiling all because I'm missing three magic letters after my name, MBA.

I have proven management and financial skills however, once employer's find out I've no upper level degree and no intention of getting it, their consideration of me for a high level management job disappears.

Do I have to bite the bullet and spend my limited time and even more limited extra income on getting that silly degree in spite of my successful career history in order to step up to upper ranks? The bosses I had that were MBA's all tended to be by-the-book, narrow minded managers.

TERRI O., Mystic CT

DearTerry:

While there's no guarantee that MBA's magically land upper management jobs, the human resource field is one specialty that tends to demand the three special letters.

As for MBA's making worse/better managers, the jury's out. A recent FORTUNE Magazine study revealed that of those CEO's who failed in running successful businesses, many were MBA's who understood how to run the business function yet lacked the people skills and in-the-trenches intuitiveness that it takes to win.

In my experience, given your human resource specialty, (finance and engineering professionals are also in your boat), the upper level degree counts. The good news is that as you've had some excellent work experience, once coupled with an MBA, the combination of your education and experience will be a tough one to beat.

• "EMPLOYEE OUTRAGED WITH NON-COMPETE REQUIREMENT!"
• "SUPER EMPLOYEES'S DEMANDS FOR $$/DUTIES REASONABLE?"