Blurred lines: Social media and employees, where do you stand?
There are currently more than 14 million active social media users in Australia and with this figure on the rise, so are the instances of an individual’s online indiscretions affecting their professional lives and the reputation of their employer.
Social media dismissal cases are becoming increasingly common. A decision handed down by the Employment Appeals Tribunal in the UK last month upheld the dismissal of a British Waterways Board employee for inappropriate posts on Facebook.
The employee was dismissed for gross misconduct due to unsavoury and derogatory comments he posted on his personal Facebook page. Some comments revealed he had consumed alcohol while on a standby shift. When on standby, employees of the British Waterways Board are prohibited from drinking alcohol. The employee also made disparaging remarks on Facebook about his workplace and supervisors.
So, closer to home, what can we learn from this case and how does social media affect Australian organisations as employers?
Earlier this year, Australian logistics company Linfox was ordered to restore pay to an employee, whom it had sacked for making inappropriate comments about managers on Facebook. It was found the dismissal was harsh and unreasonable because the employer had not communicated its social media expectations to the worker.
Implementing a social media policy for employees is one tool to not only prevent unwanted social media posts from employees, but also to impose professional penalties when a worker acts outside of the communicated guidelines.
Further to communicating with employees it may be considered to ask employees to sign a social media policy agreement upon commencement with an organisation to minimise the risk of your company being misrepresented online.
Organisations may also consider training staff in the use of social media etiquette. Explaining the differences between private and public online comments and personal and professional social media expectations can prevent Facebook faux pas for both the individual and employer.
Managing Director of recruitment marketing specialists Employment Office, Tudor Marsden-Huggins, says the lines are becoming increasingly blurred between online and offline worlds and organisations must take action to ensure employees represent their company appropriately in all circumstances.
“Employers need to keep a handle on their image across all mediums, including social media. Disparaging remarks about an organisation, particularly when they come from an employee can be incredibly damaging for a brand,” he said.
“We’re now in a landscape where employees are part of a very tech-savvy generation and are engaging with peers on multiple online platforms. Employers need to be on the front foot and have clear policies in place to make employees think before they post.
“Each workplace must be considered on a case by case basis, but the key is education. If employees are forewarned and educated about what is expected of them, the risks will be mitigated significantly,” Marsden-Huggins said.
