It’s becoming a common problem: An employer discovers disparaging comments on an employee’s Facebook, MySpace or personal blog. Maybe a post reveals internal company information.
Can the employer take disciplinary action? The answer, like the answer to many employment questions, is “it depends.”
A series of new laws and evolving legal doctrines have placed limits on how far an employer can encroach on the private and off-site activities of its employees. This represents an important shift.
Off the clock, off limits?
To begin with, New York State has enacted a
NY Labor Law Section 201-d, in effect, prevents an employee from being discharged because he participates in lawful leisure time activities—as long as they are not for co...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- 10 Secrets to an Effective Performance Review
- 14 Tips on Business Etiquette
- 3 steps to smooth conflicts with co-workers
- Phillies vs. Mets: At least this time, home fan disappointed
- Sports apparel firm pushes fitness, team spirit
- 'Offering' chance to quit may still be constructive discharge