The Joint Commission has issued an alert regarding intimidating and disruptive behavior in the workplace, proposing that it promotes medical errors, contributes to poor patient satisfaction and preventable adverse outcomes, increases the cost of care, and causes staff turnover. According to the Joint Commission, threatening and disruptive behavior diminishes communication and collaborative team effort, which are necessary for safe and quality patient care. To address this concern, the Joint Commission has issued a new Leadership standard (LD.03.01.01), effective January 1, 2009. The Joint Commission directs hospitals to adopt a code of conduct that defines disruptive and unacceptable behavior (EP 4) and to implement a process for managing inappropriate behaviors (EP 5). The Joint Commission suggests developing and implementing a reporting/surveillance system for detecting unprofessional behavior. While hospitals should work to lessen disruptive and intimidating behaviors in the workplace, hospitals must consider the labor implications of the Joint Commission’s suggestions and proceed carefully. What some perceive as inappropriate behavior, others, such as the National Labor Relations Board (the Board), might perceive as “protected concerted activity,” especially if the harassment involves signing a union card. Hospitals should consult counsel before implementing a workplace policy against this type of conduct. In July 2008, the Board issued the non-healthcare case, Standyne Auto. Corp., 325 N.L.R.B. No. 117 (July 31, 2008), in which it found that a company’s statement during a campaign that harassment would not be tolerated was improper since it could be reasonably construed as restricting employees’ § 7 activity.