What happens when you cross a work force that increasingly uses social media with a federal employment agency determined to increase investigations and legal actions against employers? A potentially rocky road for employers in the future.
Like a lot of employers, American Medical Response of Connecticut includes in its employee handbook a blogging and Internet posting policy. Among other things, the policy prohibits its employees from making “disparaging, discriminatory, or defamatory comments when discussing the company or the employees’ superiors, co-workers, and/or competitors.”
Medical tech Dawnmarie Souza became angry with her supervisor. While at home one evening and using her home computer, Souza posted on her personal Facebook page entries about her supervisor, comparing him to a psychiatric patient and using two expletives. Co-workers who read Souza’s Facebook page added posts supportive of Souza’s comments.
The following day, when she was called in to be interviewed about her Facebook posting, Souza’s request for a union representative during the investigative interview was denied. Shortly thereafter, American Medical Response fired Souza for violating its blogging Internet posting policy.
The National Labor Relations Act protects the right of employees to discuss the terms and conditions of their employment, including wages, benefits, and management. This legal protection applies to unionized and non-unionized employers.
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Source: journalrecord.com
By: Charlie Plumb
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1 comments:
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