Can Employers Terminate Employees for Social Media Mistakes?
One woman posted a photo of herself on vacation, holding a glass of wine. Another posted negative remarks about a supervisor. Others discussed their work environment on a private MySpace page.
What do these employees have in common? They were all fired, dismissed or forced to resign over these activities.
Is it okay to terminate an employee for their online actions? What about postings that are harmful to a company, its reputation, a supervisor, or co-worker? Where do employers draw the line when it comes to employees’ online behavior?
The new rules have not yet been sorted out. As some firms scramble to create social media policies, others are hands-off when it comes to how employees spend their free time.
A Social Media Policy Can Help
Cover the Content: We’ve all seen photos of company picnics that look like drunken free-for-alls. Prohibiting the posting of photos from company-sponsored events anywhere but on the official website, after approval by a content manager, is one way to establish control.
Reinforce that employees do not have free reign when it comes to badmouthing their employer or co-workers, on or off the job. Not only is it in bad form, it’s can be grounds for dismissal. Employers can be held responsible for what employees say or post; therefore, they have the right to limit it.
Establish boundaries. How does a view inside a co-worker or boss’s private life affect employee relations? What about knowing a staff member’s religious or political views? When does a “friend request” become creepy and harassing behavior? Decide whether or not it is permissible for a boss to friend a subordinate.
Realize you probably cannot establish broad policies such as prohibiting employees from referring to the company in any way on any social media site.
