At just past 6pm on an undisclosed date an employee wrote on Facebook: "OMG (oh my god) I hate my job! My boss is a total ******, always making me do **** stuff just to **** me off!! ******!"
An older man who is pictured wearing sunglasses, wrote to her at 10.53pm the same day: "Hi, I guess you forgot about adding me on here?" He added: "Firstly, don't flatter yourself. Secondly, you've worked
here for 5 months, Thirdly, that **** stuff' is called your 'job', you know, what I pay you to do. But the fact that you seem to be able to **** up the simplest of tasks might contribute to how you feel about it. And lastly, you also seem to have forgotten that you have 2 weeks left on your 6 month trial period. Don't bother coming in tomorrow."
Unfortunately, conversations like this are happening quite frequently these days. Status updates and blogging about personal lives, daily activities, politics, social gatherings, and news topics are a staple
in the daily routines of many people. While simply posting information about an event you attended or how sick you may feel one day, may not be anything to be concerned about, it is when people speak disparagingly about their job, their boss, customers or co-workers that it could cause irreparable damage.
In the past, businesses did not have to worry about monitoring social technology like this for means of employment. Those days are gone. With the average adult spending 11+ hours per day with digital media, social networking accounts for 3+ hours per day of all internet time, and is constantly increasing.
The increase in the amount of time people spend on these sites is changing the way people spend their time online and has ramifications for how people behave, share and interact within their normal daily lives. The implementation of mobile applications for social networking has made visiting these sites numerous times on a daily basis even easier.
So as an employer, have you thought about protecting your practice, your goodwill, and yourself from libel commentary or defaming remarks through social networking? Implementing a Social Media Policy and Confidentiality Policy within your practice can mitigate the risk of that happening.
If you would like additional information regarding Social Media Policies and what is best for your practice, please contact us