Can you ask an employee to remove a social media post?

Discriminatory, false or disparaging statements posted on personal social media pages aren’t beyond an employer’s reach. Violating a company’s policy or code of conduct will generally support an employer’s request to have a post removed.

Why should you avoid posting negative comments about employers co workers and clients?

Damage your employer’s reputation

Talking negatively about your company on social does not help you or your employer in any way. The unfavorable comments are there for the public to see including customers, potential employees, or business partners of your company.

Should employers have access to an employee’s social media content?

Establish Official Company Policies

Currently, there are no federal laws that prohibit an employer from monitoring employees on social networking sites. You can install software on company computers that does this, or hire third-party companies to monitor online activity.

How deal with an employee who has posted negative comments on Facebook or other social media?

An employer may discipline an employee for posting negative comments on a social networking site if the employee’s comments are harassing, offensive or inappropriate, and not related to employment issues.

Can you legally be fired for a Facebook post?

This is true when it comes to the government. Within limits, the government may not tell us what we can say or what we can’t. But there is no such restriction that applies to Private Employers. In short, yes, you can be fired for what you post on social media like Facebook or any other site.

Can an employer discipline an employee for social media posts?

Private companies and employers can discipline or fire an employee for what they post on social media. There are, however, a few exceptions to this rule. In general, employers cannot fire you for posting: Truthful statements about working conditions, like harassment or unsafe working conditions.

What you should and should not post on social media?

Avoid these post types in your approach.

  • Overly promotional content. …
  • Political or religious content. …
  • Irrelevant viral posts. …
  • Negative or derogatory content. …
  • Posts with spelling or grammatical errors. …
  • Brand-inconsistent content. …
  • The same message across social networks. …
  • Unaccredited content.

Do employees have the right to use social media to make negative statements about their employers?

Yes. The National Labor Relations Act (NLRA) and similar state laws protect employees’ rights to communicate with one other about their employment. More specifically, employees have the right to engage in “protected activity” regarding their workplaces—sharing grievances and organizing online in protected activity.

Can social media posts get you fired?

Since California is an at-will employment state — and California Labor Code 2922 states that at-will employees “may be terminated at the will of either party on notice to the other” — employers can fire employees for anything, including their social media posts.

What do you do when a former employee slanders you?

Answer: You may be able to sue your former employer for defamation of character. Defamation is where someone makes knowingly false statements, or makes false statements with reckless disregard as to their truth. The statements must be factual statements as opposed to opinion.

How do you deal with disgruntled employees on social media?

Whenever possible, take a direct approach with former employees who post derogatory comments on social networks. Pick up the phone or drop a letter in the mail to invite them to discuss any concerns they had with the termination process, using empathy. Politely ask them to remove the offending posts.

Do you think that companies have a right to fire or reprimand employees who post hurtful and derogatory comments via their personal social media accounts?

As such, an employee can be reprimanded for online comments posted on Twitter, Facebook, Instagram or other social media sites that are misogynistic, offensive, solicit illegal drugs or services, harass, bully or verbally attack colleagues, customers and even other people outside of the company.

Can your employer use social media against you?

The newly amended Right to Privacy in the Workplace Act makes it illegal for companies to ask or require employees to use personal social media profiles to join their employer’s online accounts. Rulings by the National Labor Relations Board state employers cannot restrict what employees post on their own accounts.

What can employees post on social media?

Ultimately, employees are free to use their social media platforms to post as they please, but that does not mean they are free from disciplinary action by their employer. Similarly, employers cannot discipline or terminate an employee engaged in protected activity.

Should employees be held accountable for their online social network posts?

Yes, employees should be held accountable because their actions, both online and offline, could affect the company they work for. So, common sense is required in the use of social media. After all, if the company is adversely affected by some posts, the impact could be very costly for the company.

Is it right to punish employees for certain types of social media post?

Yes, but it depends on the circumstances. Employees can be subject to disciplinary action for posting content unfavorable to their employer. However, the law provides some protection to employees who post about the workplace or disparage their employer if those employees are engaged in protected activity.

How can companies ensure that employees use social media responsibly?

Here are some of the elements your social media policy should cover.

  • Separate personal and professional use. should separate their personal and professional social media presence. …
  • Use disclaimers. …
  • Think before you post. …
  • Respect copyright. …
  • Avoid revealing personal information. …
  • Consult with colleagues.

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