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Is this legal??
I work for a company that has about 100 employees. We have about 85-90 female employees, so there are more restrooms set aside for them vs. the males. We have one bathroom for the men, which only has one urinal (so I am told). We have a restroom for women that has 3 stalls, and two "unisex" handicapped bathrooms that have been designated for women (according the the sign on the door), although since they are single stall, men use them too.
Our female CEO printed out a sign for one of the unisex/"women's" room titled POWDER ROOM. We all just rolled our eyes or scoffed; I mean, there are no toilets in real powder rooms, nor are we living in the 1920s.
A coworker went to use that particular bathroom/"powder room" for its original intended purpose and that evidently really pissed off the CEO. The CEO jiggled the handle, banged on the door, and shouted "POWDER ROOM ONLY!!!" She made a huge scene while the employee tried to finish up as quickly as possible. The CEO chewed her out when she came out.
My two questions: 1.Can you seriously designate a room that has a toilet for anything else but a bathroom? Can you make that restroom executive use only?
2. Aside from being extremely unprofessional, did what the CEO do illegal? I can't help but feel like it is.
Re: Is this legal??
1. I'm confused. A powder room is a bathroom. So she put a sign on it. Big deal.
2. No
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Well, building code specifies how many restrooms you need to have based on the occupancy of the building. If she is effectively removing one of the restrooms from being used as a restroom, that seems like it could be construed as a building code violation.
ETA: That's only if you have the exact number of restrooms that is required. If you have an extra restroom then I suppose she could do whatever she wants with it.
These days, a "powder room" is just a nicer term to use when directing people in your home to your guest bathroom. Her putting up a sign "powder room" doesn't change the function at all.
Honestly, if I were the employee that she did that too, I'd be considering going to HR and filing a complaint. What she did is inexcusable - whether it's legal or not.
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