A. Hopefully you’ve got a documented social media policy in place that the employee has signed, and addresses this issue. If not, implementing a social media policy is a great place to start.
You should schedule a meeting with this employee to discuss the matter, allowing them to bring a support person if they chose to do so, and referring back to any relevant clauses in the employee’s contract and the social media policy. It would be a matter of putting the allegation(s) and any supporting evidence to the employee and providing the employee with the opportunity to respond.
In a fascinating case finalised in the Fair Work Commission last month, a Brisbane beautician had her general protections dispute involving dismissal dismissed, in part, thanks to evidence found on social media and submitted by her former employer, Brazilian Beauty. … keep reading
Once again, an employee has been awarded the maximum payout available through the Fair Work Commission, after being terminated by text message. … keep reading
Do you have a workplace social media policy? If you don’t, you really should!
With many Australians accessing Facebook, Instagram or other social media platforms daily, including during working hours, creating a clear understanding with employees as to what’s acceptable online behaviour in relation to your business is vital.