Social Media Policy Essay

Social networking is currently the most preferred way to communicate; as a result creating a confused line between workplace and personal space. Job and personal emails, at times, will be streamed through the same gadget. We now hold our net inside our cellphone.

The Electronic Communications Privacy Act (ECPA) restricts the monitoring with two exceptions. If the employer can present a fair business explanation or the staff consent (Dessler 2013). The National Labor Relations Plank or NLRB has issued complaints about the use of staff posts about social media sites (O’Brien 2011).

When the case requires derogatory information about the current employer or manager, should this kind of employee be discipline or perhaps terminated? We are reviewing one particular case relating to this topic and then in conclusion discus social websites policy. The First Facebook or myspace Firing Case under Section 7 of the National Labor Relations Take action The initially complaint relating to this issue was made about October twenty seven, 2010 against American Medical Response of Connecticut (AMR) for the suspension and firing of Dawnmarie Souza (2011). The employee was penalized for publishing derogatory responses about her employer on her Facebook web page. Ms.

Souza requested union representation in her investigatory interview resulting in an alleged threat by simply her employer. The Weingarten Right supported by the NLRA, the employer probably should not discourage or perhaps threaten self-discipline concerning account in a labor organization for example a union agent (2011). Ms. Souza accomplished an occurrence report without the support in the union consultant, she was suspended and terminated immediately after (2011). Business employers should have the justification to protect all their reputation, by simply disciplining poor behavior and harmful social websites activity.

Respectively, employees have right to talk on gadgets of their own, on their own time. The case raises the value of company policies relating to social media. The question is not if the derogatory feedback concerning the company were wrong, they were.

But, was that handled effectively? The employee was improperly disciplined and terminated. Ms. Souza’s conduct was disloyal towards the company and she broken company plan. The use of profanity demonstrated wrong doings concerning her supervisor, demonstrating conflict of legitimate organization interest.

NLRA Findings Concerning Concerted Activity NLRA identified the company’s policies were overbroad and inhibited with the employees right to engage in protected concerted activity (2011). The combination of the corporation enforcing it is overbroad guidelines and threating Ms. Souza, with the violence of willpower due to requiring a union representative violating her Weingarten right, was the employer’s mistake. Awarding Ms. Souza a settlement.

NLRB located that Frank Filardo and general director Charles Babson allegedly endangered Ms. Souza, illegally denying her union representation, necessitating her to complete the written report unaided. This will have been regarded as an unjust labor take action (2011). The employee was engaged in a shielded concerted activity, was this activity the motivation pertaining to the business employers action or perhaps would the employee be terminated anyway? This could be more difficult to prove.

NLRB questioned the employer’s action, the conduct of the staff, separately from your activity as being legitimate (2011). Reflection on NLRB Court Decision Certainly with the legitimate decision that NLRB provided. If the administration would have managed this wrongdoing with responsibility to the labor laws, the effect could have been prevented. Frank Filardo acted about emotion and feeling rather than representing his employer, AMR, professionally. Ms.

Souza’s claims and feedback about Frank Filardo had been far from excellent, yet, two wrongs don’t make an appropriate. AMR said that there have been other issues concerning Ms. Souza, causing the end of contract outside of her Facebook listings. If these types of accusations could have been proven, it would have been a unique consideration and the most likely would have resulted in a court hearing.

I do not agree with the conduct of Ms. Souza’s tendencies. This whole incident could and should have been completely handled in different ways. I likewise do not accept how supervision at AMR handled her termination. Denying her union representation was outlawed and concerns management’s honesty.

I believe that NLRA experienced no other choice than to query and analyze the activities of management in the AMR case. Example of Effect on Employee Relations The decision concluding this situatio would separate the relationship among employees and management. Although the behavior from the employee was fare by respectful, the way in which management handled it was equally inappropriate. In the event that something like this occurred at my current workplace, automobile would be dismissed by the owner of the business. We have underneath 20 workers, it’s a family business, and any unfavorable publicity towards the company would not be tolerated.

There are simply no policies in place concerning social websites, yet, I know that this sort of behavior would be handled in the parking lot on the way into operate. The owner of the corporation would let you know to go home and may can give you an explanation. Communication of Social Media Coverage Education which include social networking and the impact on productivity is a current concern to several employers.

Monitoring usage of firm time and make use of company computer systems for deceitful endorsements is actually a growing legal apprehension. A recent U. S. Government Trade Commission decision will make employers liable for deceptive endorsements that employees post by themselves blogs or on online communities such as Facebook, even if the employers didn’t allow the statements (Withers 2012). I would speak to staff that to begin with the reputation of the company and everyone affiliated with that matters tremendously for the productivity and success of profitability. This really is attached to the present employment of everybody that is a area of the organization.

I might also communicate that the employers may be liable for poor options concerning social networking. This could provide a company monetarily to their knees. Detailing that a social websites policy will probably be put into place and so the entire business understands precisely what is and is certainly not acceptable patterns.

I would exhibit that all concerns and questions will be observed and considered. Expressing that the social media plan will guard the organization all together. The organization is usually not trying to take virtually any rights faraway from any personnel. We are guarding our jobs as well as the future of the corporation.

In conclusion, I really believe that all businesses large or perhaps small needs to have a social media policy. A small company could be eliminated by virtually any unlawful actions representing that. Labor laws and regulations should be regarded and recognized by all management. This case was an example of how an employer reaction to an employee is crucial.

The denial of your Weingarten correct, if tested, was the outlawed act that is certainly remembered as being a distinct unfair labor practice (2011). In case the incident was handled correctly Ms. Souza’s responsibility for her alleged wrongdoing would have recently been most likely used into higher consideration. Recommendations Dessler, G., Pearson Education Incorporated (2013). Human Resource Management.

Values and Employee Rights and Discipline, 14, 469-475 O’Brien, C. And. (2011). The First Facebook Firing Case under Section 7 with the National Labor Relations Take action: Exploring the Limitations of Labor Law Security for Centered Communication in Social Media. Suffolk University Rules Review, 45(29), 30-40. Withers, C. (2012).

Report upon Implementation of EEOC’s Tactical Plan for Monetary Years 2012-2016: Retrieved January. 16, 2014. http://www.eeoc.gov/eeoc/meetings/2-20-13/withers.cfm http://www.eeoc.gov/eeoc/meetings/2-20-13/withers.cfm http://www.eeoc.gov/eeoc/meetings/2-20-13/withers.cfm