Say one of your employees posts vulgar comments on her Facebook page mocking the company or her boss. Other co-workers see it and add their own comments. You have a policy against such actions, so you can fire her, right? Not so fast.
In what could be a groundbreaking case, the National Labor Relations Board (NLRB) filed an unfair labor practice complaint in November against a Connecticut company that fired a worker who ridiculed her supervisor on Facebook. This is the first case in which the NLRB has argued that workers’ criticisms on social networking sites are protected activity.
Why protected? The National Labor Relations Act gives employees—both union and nonunion—the legal right to discuss pay, benefits and other working conditions with one another. The labor board is arguing that it doesn’t matter where those discussions occur—either in person or online.
The labor board also argued that the company’s social media policy was “overly broad” and interfered with employees’ ability to “exercise their rights to engage in protected concerted activity” to discuss working conditions.
A hearing on the case is scheduled for Jan. 25 and a ruling is expected in mid-2011. (NLRB, Case 34-CA-12576, Region 34)
Advice: In this case, the fact that several employees joined in the Facebook discussion about the supervisor’s work performance likely led the NLRB to consider it a “concerted” activity.
“Employers should be reviewing their social media policies to ensure that any restrictions on communications about the company are tailored to things the company can legitimately restrict, like violations of the company harassment policy or disclosure of confidential information,” says Brian Hall, attorney with Porter Wright Morris & Arthur LLP.
Online resource: For tips on writing a policy on employees’ use of social media, go to www.theHRSpecialist.com/socialpolicy.
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- 14 Tips on Business Etiquette
- EEOC says Angel was vengeful
- It cuts both ways: Men as sexual harassment victims
- Beware reverse discrimination risk of overly aggressive minority recruiting
- Be sure to document effective date of new disciplinary policies