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Increasingly we are hearing of cases whereby employees have posted something the employer feels is inappropriate online, and as an employer it’s important to consider if this is something you can address. The answer will hopefully be found in your social media policy, but all too often we find that social media is referred to in a general internet usage policy, or indeed not at all in an employee handbook.
With the recent case of The British Waterways Board (t/a Scottish Canals) v Smith helping to provide some guidance on the matter, now is a good time to review the best approach for your organisation: The decision in this case was that dismissal of an employee for derogatory comments made on Facebook was been deemed to be fair at the Employment Appeal Tribunal, overturning the original Tribunal decision providing reassurance for employers that they can act in line with their social media policies.
We recommend that employers are proactive in taking steps to communicate their social media policy to employees, and that they update it regularly to reflect any developments in technology and/or case law:
We at Willis Consulting and Employment Services can work in partnership with you to help you identify the best approach for your business, develop your social media policy and deliver management training. We can also help you to update your policy regularly and address any issues which may arise from your employees use of social media. Call us today on 02890 329042 or email firstname.lastname@example.org and a member of the Willis Consulting team will be happy to help.