Our corporate policy on social networks provides a framework for the use of social media. Social media is a place where people exchange information, opinions and experiences to learn how to grow and have fun. Whether you keep a business account or use your own account, you should stay productive and not damage our organization. This directive provides practical advice to avoid the problems that could arise from the carefree use of social media in the workplace. However, as with most things in the economy, there are risks for businesses when their employees engage on social networks. Negative comments, rumors about employers, co-workers or working conditions, poor grades and other contributions can damage the reputation of a young or established brand and have a lasting impact on a business. Rushed action against an abusive employee can lead to unfair dismissal proceedings or investigations into fair, costly and time-consuming work that could damage the company`s reputation. The development and implementation of a well-written social media directive for employees can ensure that your expectations are clear and that staff are aware of the possible consequences for violations of the directive. Read and understand the terms of your employment contract and all the social media policies your employer has.
If you have questions about the policy or think it goes beyond what your employer may dictate, talk to your employer for clarification. If you do have a confidentiality or prohibition clause in your contract, a staff member who violates the clause has the right to take legal action and start collecting compensation fees. Below are some additional tips on how to win such a case: If social media supports personal interactions between people every day, it affects not only the way we communicate at the personal level, but also the corporate culture. Instagramming your first day on your new and unusual desktop work is a good way to create a positive image of your current employer, but what happens on the last day you were let go? Probably not the same – no happy faces or cute words about the organization, but endless negative attacks against the manager, the organization and maybe even your ex-colleagues. Perhaps the hypothetical case that is described is extreme, because for many people who are let go, dealing with the shock is so painful that they feel the need to turn to social networks as an emotional issue. If you would like help developing a social media directive or reviewing an existing directive, please contact a member of our labour law team who has the expertise to help you. In Folau`s case, he posted images and texts on social media sites such as Instagram, which included that « hell awaits drunks, homosexuals, adulterers, liars, teachers, thieves, atheists and idolaters. »