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Woman gets fired over facebook post

Freedom of speech is an important principle in any properly functioning, democratic society. Check out these 14 times people got fired for posting on Facebook! Yup, these tacos pass quality control. Yet despite his innovative methods, this guy was let go. She forgot she added her boss as a 'friend'! She was fired.

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Case Study: Should He Be Fired for That Facebook Post?

By the time Susannah Winslow remembered that her ringer was off, she had seven text messages from her father, Dell, who was also her boss. Susannah, the general manager, was poised to take over in five years, when her dad retired. Dell was an early riser who got to his office at AM. Still, he rarely sent e-mails or texts at that hour.

Something was clearly up. Everyone at the company called James Kenton by his last name, a sign of affection and respect for one of their most successful salespeople. I just heard the voicemail this morning. He implied that we need to keep a tighter rein on our staff. Tyson Beck, the Mercedes dealership sales manager, had been in charge of planning it, but Kenton had been breathing over his shoulder for weeks, asking for details.

What are our customers going to think? Dell sat on the small office couch with his arms crossed. Nothing says luxury like plastic tablecloths and soda pop. Susannah grimaced. She and Greg were Facebook friends; she assumed he had also friended staff members at the BMW dealership, who were most likely friends with people at the Mercedes dealership. He then pointed out that they should think about taking a harder line with tardy employees and teenage test drivers.

Susannah had asked Kenton not to post anything else that reflected negatively on Downcity or its customers and partners. Tyson looked shocked. He posted this late Friday night, clearly not on company time or from a company computer. Has anyone talked to Kenton yet? He and Susannah exchanged glances. Not one bit. Susannah and Toby climbed into a Range Rover Sport. The dealership had few places for a private conversation, so they often used the roomy interior of one of their cars.

I think we could even fire him. He violated the employee handbook when he was disrespectful of the company image, and it was a second offense. That would set a clear precedent regarding employee social media use, which, given the age of many of our new hires, is becoming increasingly important. Mary Anne Watson and Gabrielle R. Lopiano developed the case on which this one is based for use in HR classes. What drew you to this story?

What issues do you hope it raises in the classroom? The case might also frame a discussion about fairness in firing and other disciplinary actions and the impact of the employment-at-will doctrine. What reaction do you expect from students? Some will think the salesperson is disloyal and deserves to be let go.

Others will defend him because he posted those comments on a private site on his own time. Susannah asked if Kenton might sue. Were they essentially censoring Kenton? What if he had posted something about poor working conditions? Of course, her father and grandfather had always insisted on treating employees well. Other car dealers might behave as if salespeople were a dime a dozen, but Downcity was different, as its incredibly low turnover attested.

We gave Kenton a second chance to demonstrate good judgment, and he failed again. Knowing how challenging it could be to work with almost all men, Susannah had taken Rachel under her wing. I wonder if I can shed any light. He just added some sarcasm. We all thought the refreshments were a little off-brand. He got in trouble once but still did it again. He definitely should have better privacy settings, and maybe he should think twice before friending his professional contacts.

And he should approach Tyson or you directly if he wants things done differently at the dealership—not gripe with all of us or do it online. Susannah smiled. That was very helpful. How was the conference last week? Should he simply be reprimanded again? Or should the consequences be greater this time? Susannah should not fire Kenton—at least not yet. Given the information she has, terminating or even disciplining him would put Downcity at risk for legal action.

If that behavior were punished, he would have a legitimate basis for filing an unfair labor practice charge with the National Labor Relations Board. Even disciplining Kenton would put Downcity at risk for legal action. But asking employees for a statement along those lines could be viewed as coercive, and Kenton would need only one supporter to prove that he was voicing a shared opinion. So before she decides what to do, Susannah should look into what, if anything, Kenton discussed with others, whether anyone else shared his views, and whether any of their worries might reasonably be tied to wages, commissions, or other terms of employment.

The NLRB would most likely find their current policy overbroad, which would also be a violation. Downcity could incorporate a clearer open-door policy, ensuring that staff members feel comfortable airing concerns with managers and that managers know they must listen and respond.

This might help lessen the likelihood that employees would air workplace complaints online. In the real case on which this account is based, the dealership fired the salesperson for two Facebook-related events, and he disputed the termination with the NLRB. The frequent, multiple, and sometimes conflicting sources of information about recent NLRB activity make this area a compliance nightmare for employers.

However, one thing is clear: The NLRB has been aggressively expanding its reach regarding social media issues in the workplace. Susannah is better off giving Kenton another warning and clarifying company policies so that Downcity is well prepared to take action if and when this happens again. Susannah needs to let Kenton go. I know from running my own company that nothing is harder than firing someone, particularly in a tight-knit family business.

Ignoring that risk signals that employees can say what they want online and get away with it. For example, if a female salesperson at Downcity wrote about her perceptions of gender discrimination at work, firing her would be a huge mistake. The company would be setting itself up for a lawsuit and a PR disaster and missing a valuable opportunity to address the problem in a transparent way.

He was complaining about its strategic choices. Susannah is smart to try to understand the generational differences around social media. In terms of time spent on social platforms and the kind of personal information shared, younger employees may well vastly differ from their older colleagues. But age is no excuse for poor judgment, and particularly after his prior warning, Kenton should have known better. As soon as Toby and Susannah have dealt with him, they should focus on writing and sharing that social media policy.

But it should also prepare employees for social media success by describing activities that Downcity encourages and noting resources that can help strengthen their online presence.

All this should be in accessible language, not legalese. The media context may be changing, but employers still have a right to insist that employees speak respectfully online about them and the products or services they sell.

Gabrielle R. Social platforms. March Issue Explore the Archive. Tamara Shopsin. NA , by Gabrielle R. Lopiano and Mary A. A version of this article appeared in the March issue pp. Related Topics:. Partner Center.

Milwaukee woman says she was fired for social media posts supporting President Trump

Hillary's former aide Laura Krolczyk deleted all her posts. Here, your senior executive spokesman is nastily telling Facebook Trump voters to just chew on Ibuprofen. This is the executive voice of Roswell. This comment was made by an individual so please do not attribute it to Roswell Park as it does not reflect the beliefs of our organization. We followed standard procedure, which required that we gather and verify relevant information before taking any disciplinary action.

Your account is not active. We have sent an email to the address you provided with an activation link.

The complaint, filed Oct. Federal labor law has long protected employees against reprisal for talking to co-workers on their own time about their jobs and working conditions, including remarks that may be critical of managers. The law applies whether or not workers are covered by a union. NLRB officials claim the Connecticut ambulance company has an unlawful policy that prohibits employees from making disparaging remarks about supervisors and depicting the company "in any way" over the Internet without permission.

I lost my job over a Facebook post - was that fair?

By the time Susannah Winslow remembered that her ringer was off, she had seven text messages from her father, Dell, who was also her boss. Susannah, the general manager, was poised to take over in five years, when her dad retired. Dell was an early riser who got to his office at AM. Still, he rarely sent e-mails or texts at that hour. Something was clearly up. Everyone at the company called James Kenton by his last name, a sign of affection and respect for one of their most successful salespeople. I just heard the voicemail this morning.

Facebook post that got woman sacked

Anything you write or post is your responsibility. Please use common sense as your guide and be thoughtful about what you post. Any posting of any kind that does damage to the practice either directly or indirectly will not be tolerated. She says protected speech includes the subjects of hours, wages and working conditions.

It's not uncommon to see stories in the news about employees who were fired because of their online posts.

Fox News Flash top headlines for Jan. Check out what's clicking on Foxnews. A female firefighter in Montana is suing her former department for allegedly firing her over photos posted on her Instagram account.

Female firefighter claims she was fired for posting racy workout photos to Instagram

A fired reporter and her former employer are deadlocked on the reason for her dismissal: She claims to have shared a controversial Facebook post, and the company says she broke the law and behaved unethically. Pulling my curls to watch them bounce back. Rubbing the top. Smelling it.

Job Title, Keywords. City, Province. Have you ever posted something on social media and then later regretted it? Most of the time, you can go back to delete it before anyone notices. Not everyone, however, is so lucky. Regardless of how many followers you have on social media, one wrong post and you could be the subject of ridicule by millions.

The social media post that got a woman fired before she even started her daycare job

I don't care what anyone says! The following day the year-old also shared footage from a pro-Trump rally she attended with the caption "MAGA ". But later that same day, Ms Polak again took to Facebook to claim she had just lost her job after someone accused her of racism on her work's Facebook page. She was referring to a review published on Precision Dental MKE in Milwaukee's social media page that says employees were "spouting racist comments on Facebook". But Ms Polak argued she was fired over the phone while running errands and insisted her social media posts were not made on company time.

People are always saying to watch what you post on social media, but can it really lose Yes, You Can Get Fired for Your Social Media Posts: 9 Times People But here's a tip: Don't post about your sheer hatred for your role on Facebook.


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14 Times People Got Fired For Posting On Facebook


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