Michelle Dawson writes in this interesting article, “Social media has become a valuable asset to many businesses. But social media can also be a significant liability when it comes to employees and employment- related issues. What are you doing to protect your organisation?”.
Derogatory comments on social media can be a valid reason to terminate an employee’s employment, but a fair process must still be followed to avoid an unfair dismissal ruling. Allens’ Senior Associate Tristan Garcia and Lawyer Jo Seto report on a recent decision of the FWC.
“Employees have a general duty to cooperate in good faith with internal investigations conducted by their employer. Refusal to do so can lead to disciplinary action, including dismissal,” writes DLA Piper in this published article. Read about what steps to take after an employee refuses to cooperate.
“Employers can minimise their risk of harm to reputation and brand and risk of vicarious liability for an employee’s out of hours behaviour, by having a suitable workplace code of conduct and social media policy…,” writes Noella Silby of MDC Legal.
Read several specific social media posts that have made the headlines in this article by Lisa Qiu, as well as what lessons should be considered when employers are looking to terminate an employee over personal social media posts.
Deleting a colleague on Facebook will constitute bullying under federal workplace relations legislation
FWC recently made anti-bullying orders arising from an ‘un-friending’ on Facebook and other workplace conduct.
The decision also highlights challenges for employers when managing the conduct of their employees on social media.
Has there really been a change in how we approach privacy or how the law is enforced?