Case study NULL
The NULL has made findings regarding the use of employee posts on Social Media sites to discipline or terminate those employees. Typically these cases occur when an employee posts “negative” Information about their current employer or boss. Sometimes these are “public” and other times the employer uses “spies” or “fake befriending” to see the Faceable page of the employee. The case I found if about a non-union retail show owner Betty Page in San Francisco, who terminated the three of her employees due to their public posting of work issues on Faceable.
The issue started with some employees expressing mismanagement ND late closing hours in an unsafe neighborhood where harassment occurs by local street people. This concern was brought to the attention of the manager, owner and human resource department; however, while the manager was out of town, two employees closed the store before closing time and once the manager found out, they were In trouble over the phone.
The manager reportedly scolded one of them over the phone and this resulted in the employees venting their feelings toward their workplace on Faceable on how the owner/manager should roll over In her grace, how ascribable the workplace Is, and how a lawyer will be brought In to solve the Issue. After this posting, the manager terminated the employers’ Involved with the Faceable posts. Ender Section 7 of the ANAL, the employees were protected from their postings and even though Betty Page argues there were legitimate reasons for firing the employees; the decision was made in favor of employees where the employer failed to prove it would have fired them even if they did not engage in protected concerted activity. The ruling ordered the company to offer the terminated employees full pay ND hire them back to their positions.
(Defender ; Jackson, 2012) 2.
Do you agree with the decision of the NULL or court In the case you describe In question #1 above? Why or why not? In my opinion, the employees had no right to close the shop early without the permission of the store manager and it was right of the manager to let them know what they did wrong however, venting of feelings from the employees on Faceable was done in privacy. Outside the workplace, workers can do what they please without the look of the company let alone be fired for it.
The stoneware could have reverted this entire case by hearing the employees on their scare of leaving work at a late hour and knowing about the strained relationship of the manager and the employees. I fully agree with the terms of the ruling on Betty Page hiring back the Ill- terminated employees and compensating them for their missed pay.
The Issue was between the store manager and the employees but the owner should have stepped In on hearing of the late closing hours In the neighborhood, An employee from any company can have negative feelings toward their workplace and vent their feelings to
Travels Ana posting teem on Facedown Is tattletale a more Drama moment AT venting but it’s an activity that cannot be monitored closely and reprimanded, as it is a form of freedom of speech. 3. Assume this case happened at a place you have worked in the past, or where you work now (or want to work. ) Give an example of how the decision in the case above could lead to better or worse employee relations in your company. Currently the position I work for, I must deal with a tough manager and I vent about it on my personal time at home but never on Faceable (he is on there).
It is not professional where the employer hears about my dislikes on a social media but should be brought up in a face-to-face meeting to address and solve issues. The above-mentioned decision decreases employment morale of the workers as the manager and owner did not handle the situation correctly. Since there was a strain between the manager and employee, I wouldn’t know how they would work together again. It would be better if one of the parties looked for a different position or a different department within the company.
Employees need to be motivated with monetary and non-monetary incentives and having a bad manager does not help the motivation level.
4. Explain how you would communicate this decision to your employees or to your supervisors (depending on the decision you have selected) to ensure that future situations like this do not occur again. In your answer, determine whether you feel a social media policy is a good route to go or not.
If so, list at least 3 things you would include in your policy and why you would include them. If you do not feel a social media policy is a good route to go, explain why you would not implement one (give at east two valid reasons. ) A employer will not fire someone and let them know it if because of their posts on a social media that caused the termination because there are consequences for that.
Rather some employees find a different reason even if it is small to base a reason and fire the employees.
But when a ruling has occurred where the actions have to reversed, it is best if the employer takes a moment and reaches out the employees to speak to them personally, explaining the reasons or giving apologetic responses. There needs be a clear way to solve the reason this issue happened and why it lead o the termination and different rules need to be set. An employee handout book is a one way of doing this, by stating the rules of the workplace. A social media policy should be set in the handout so that a situation like this does not happen again.
But the policy must follow the regulations of the NULL. Three things that should be included in the policy would be: 1. Employees will not be reprimanded on work related posts 2. Employer will not post or fake-friend on a employees’ page 3. Any confidential information may not be posted on a public social media Employees having a social Edie website is a positive thing for the company because then, they can keep up with the trend, the new workforce and spread the words about their workplace.