Feb 19
Employees who tweet or update their Facebook status saying ‘I had a bad day at work’ could face losing their jobs, says a leading employment lawyer.
According to Paula Whelan, an employment partner at Shakespeare’s law firm, if an employee writes anything vaguely negative about their employer, including saying something as anodyne as ‘I had a bad day at work’, bosses are well within their legal rights, to sack the staff member.
“Employees think they are bullet-proof when they post anything on Facebook or Twitter. But if they bring their employer into disrepute, the boss of that firm is well within their legal right to sack them,” she explained.
“By posting something even vaguely negative about your work on these social media sites, it’s breaking the relationship of trust and confidence between the employer and employee and the company reserves the right to sack the employee.”
According to Whelan and other lawyers, how bosses control the use of social media by their staff and utilise it to judge job candidates, is one of the biggest legal employment issues currently on the agenda.
To Continue Reading:
According to Paula Whelan, an employment partner at Shakespeare’s law firm, if an employee writes anything vaguely negative about their employer, including saying something as anodyne as ‘I had a bad day at work’, bosses are well within their legal rights, to sack the staff member.
“Employees think they are bullet-proof when they post anything on Facebook or Twitter. But if they bring their employer into disrepute, the boss of that firm is well within their legal right to sack them,” she explained.
“By posting something even vaguely negative about your work on these social media sites, it’s breaking the relationship of trust and confidence between the employer and employee and the company reserves the right to sack the employee.”
According to Whelan and other lawyers, how bosses control the use of social media by their staff and utilise it to judge job candidates, is one of the biggest legal employment issues currently on the agenda.
To Continue Reading: