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Blurred lines: Social media and employees, where do you stand?

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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.

Do working Mums make better employees?

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We all know mothers are great at multi-tasking, but how do they stack up in the productivity stakes compared to their childless colleagues?

A recent study released by the Federal Reserve Bank of St Louis revealed that over the course of a 30 year career, mothers outperformed women without children at almost every stage of their working lives.

Interestingly, mothers with at least two kids were the most productive employees of all.

The study found mothers of babies and toddlers were 15-17% less productive than their childless colleagues, however despite this temporary dip, mothers were still more productive over the course of their careers.

Employment Office Managing Director Tudor Marsden-Huggins says it’s no surprise employers are starting to realise the value in hiring mothers.

“There has been a definite shift towards mothers becoming a highly regarded candidate demographic in the last few years.  Employers see how great working mothers are at getting work done well in a short space of time.  They are also very resourceful and know how to keep a cool head in a crisis.  Becoming a parent provides a wealth of life experience,” he said.

Domestically, a report prepared by Ernst and Young for the Workplace Gender Equality Agency found women in flexible roles (part-time, contract or casual), largely made up by mothers, are the most productive members of the Australian workforce.

Women in flexible roles only waste 11.1% of their working hours, compared to an average of 14.5% for the rest of the working population.

In an average year, these women effectively deliver an extra week and a half of productive work, simply by using their time more wisely.

Based on these figures, Australian and New Zealand businesses could save at least $1.4billion on wasted wages by employing more productive employees in flexible roles.

Marsden-Huggins says employers need to be adaptable if they want to position themselves as an employer of choice for working Mums, implementing flexible working hours or working from home options where possible.

“The relationship between a working mother and her employer is a two way street.  There will inevitably be days when a Mum needs to leave early to pick up a sick child or attend the school sports day.  But in the vast majority of cases, if an employer is flexible in their approach with not only working Mums, but parents in general, the benefits they receive in terms of employee loyalty, dedication and engagement far outweigh the investment in flexibility,” he said.