BlandsLaw - Blog posts from Facebook
Please select your page
  • Twitter
  • Facebook
  • Google+
  • LinkedIn

Bizarre Facebook messenger conversation leads to surprising sacking

It is well established that employers cannot decide to end the employment relationship at the drop of a hat. In most cases there must be a valid, sound, and defensible reason behind the dismissal, which is to be communicated to employees in the appropriate manner and in accordance with proper process.

 

Employers won’t have a solid basis in defending unfair dismissal claims if their dismissal processes are missing these essential components.

In a recent case before the FWC,[1] an employer flew off the handle when he dismissed one of his star employees in a late-night Facebook messaging conversation which the FWC described as a chat which “spiralled out of control”.

The conversation began when the employer, who previously shared a good working relationship with the employee, messaged the hairdresser over Facebook to confirm whether he had an early morning appointment.  After the employee failed to respond, the employer erupted into a bizarre tirade of abuse and started to reprimand her while awaiting a reply. The employee received a

Read more

Can you be sacked for your Facebook comments?

In today’s society, employees are connected in many ways. Not only do they work together but if they are friends on Facebook or connected via LinkedIn, then activities outside of business hours are also visible and can be shared. Therefore, the boundaries between work and private life have become increasingly blurred. Employees should keep in mind how their posts, comments, likes or tweets could affect the relationship they share with their co-workers and potentially negatively impact their employer’s reputation.

Just because an employee is at home when the conduct occurs doesn’t mean action cannot be taken. Claims of bullying and harassment via social media are on the rise and it’s not an issue the FWC takes lightly. In some situations, a person’s employment may be in jeopardy where there is a sufficient connection between alleged misconduct over social media and their employment.

In a recent case heard by the FWC[1], it was found that the decision to sack a worker for making disparaging comments about his supervisor on

Read more

SOCIAL media might be the "biggest gift" for any small business but be warned there are strings attached.

Experts have warned that, without proper training, it can do more harm than good.  And while some businesses bury their head in the sand, there is little escape.

 

BlandsLaw "has been able to mix it with heavyweight firms" thanks to its focus on the evolving social media platforms.

Read more: http://www.news.com.au/news/be-socially-aware-in-business/story-fnejnq06-1226499402893#ixzz2A5M8sFhe

 

A recent decision of Fair Work Australia should highlight to employers the importance of having a social media policy in the workplace.

The background to the case is that a Melbourne hair-dresser who, amongst other reasons, was dismissed after talking disparagingly about her employer on Facebook has successfully argued that her termination constitutes an unfair dismissal. The hairdresser was successful on arguments other than the Facebook issue, but the case still raises important issues about the use of social media by employees. Read the full article here

More Articles