How Do I Respond to Employees' Social Media Activity?

by Melimelo Cyda Search Marketin Consultant

The use of Facebook, Twitter, and other social media sites has become undeniably rampant in the workplace, at least for offices that allow its usage. If their work computers are restricted, they can always resort to accessing the sites through their phones or tablets. Because of this, it can be very challenging for employers to keep track of their usage.
No amount of project management courses can make it an easy task to monitor the effects of social media on work productivity or the nature of what the employees post in relation to their workplace. We have heard of too many cases of employees being fired because of compromising status updates or photos that can affect the reputation of both the employee and the company he works for. Disciplining employees on social media usage is a must, but how should they do it without compromising employee rights? Here are some tips to consider:
Disciplinary Action is Applicable for Offenses Not Protected by Established Labor Policies
Policies, such as the National Labor Relations Act in the U.S., provide a clear distinction on what can be reprimanded or not. Policies used should be reviewed during project management training like Hemsley Fraser for better comprehension. If the "offensive" action made by the employee is not protected by such policies, then the employer is free to exercise termination or other disciplinary measures that they deem appropriate for the action. Under the NLRA, usage of social media to do "concerted activities for the purpose of collective bargaining or other mutual aid or protection" is protected and cannot be used as a reason to discipline employees.
Examples of this action include presenting group complaints for the management to give attention to as well as initiating a group discussion with employees regarding employment terms and conditions.
Criticizing another employee may sound enough to merit disciplinary action, but this is not always the case. The rules protect those who give honest criticism about an employee or superior's job performance, as long as it is not malicious or slanderous in nature.
Thorough Investigation is Needed When Resolving Issues Regarding Social Media Postings
It can be all too easy to rely on hearsay when it comes to issues regarding an employee's controversial Facebook status or uploaded photo. But any of the management courses (click here) will tell you that thorough investigation is needed when determining disciplinary action for employees. An employer should get to the bottom of the problem and ask the employee why he made that particular post or comment. If it's about issues regarding hours, wages, or working conditions, an employer should look into whether the comment is justified. If an employee criticized a supervisor, the latter should not be involved in the decision-making process. Instead, another supervisor should take over the investigation.