Not every office has someone so obnoxious that the entire workplace is constantly on edge. When one does, however, they can make life very unpleasant indeed.

Today's column addresses an unfortunately common question: What's the right way to deal with an office blowhard who insists on going on about the events of the day whether you want to listen or not? And does the situation change if you work in a government office? Writes one worker: I'm a State Department employee dealing with a difficult co-worker. Are there any government regulations in regards to political speech and threats in the workplace?
Recently, a colleague began a tirade about welfare recipients being "losers" that she "hates." When I asked to change the subject, she persisted. I told her she was harassing me. She persisted for about 10 extremely uncomfortable minutes. (Yes, I am aware that I should have left the room, but she was blocking the door.)

Yesterday, my colleague pulled me into our office, blocked the door, and said, "You raised your voice with me on Friday. I don't appreciate that, and if it happens again there will be consequences." While vague and sort of goofy, I believe that constitutes a threat. Additionally, I am concerned because rather than work to resolve the issue, she instantly went on the attack. My colleague is known throughout the department for combative behavior and personal vendettas.

I have gone to both our supervisor and to HR, explained that I have been shouted at and threatened, and their response has been that it is a 'personality difference' and that we should 'work it out.' The HR guy even suggested I 'coach her' about proper behavior.

I am considering an Equal Employment Opportunity (EEO) complaint based on a hostile work environment. I understand that there's no law against being a jerk, but are there any government regulations that dictate political speech and threats in the workplace?

The issue here is not whether or not the women's speech is permissible, says Washington employment lawyer Diane Seltzer - it is - but whether the worker has to listen to it.

"I definitely don't see an EEO complaint here," says Seltzer. Under the Hatch Act, federal workers cannot be pressured into engaging in political activity against their will. But the loudmouth worker is not doing that here; she's just voicing opinions her colleague doesn't want to listen do.

So what does she advise? "The worker [making the comments] is not really doing anything wrong, but that does not mean it's not annoying," Seltzer says. "There needs to be a practical response. My suggestion is that the next time this occurs, the person writing this letter should say, 'You have the right to say what you want. I have a right to not listen to you' and then walk away and close the door."

If the layout of the office makes closing the door impossible, Seltzer suggests seeing if there are other employees who find the loud ranting of this worker annoying to the extent that it hinders getting their work done. "People who proselytize usually want a bigger audience," Seltzer says.

If enough are bothered, she says, the group as a whole can alert human resources about the problem. "They can say, 'Why can't this person be counseled that she's distracting everyone else?'"

Finally, Seltzer suggests a simple strategy: Buy a phone headset and keep it handy. "If this person comes around wanting to talk," she says, "you can point out that you're on the phone."

© Copyright The Washington Post / Newsweek, April 17, 2006