Will your company's HR Policies and Procedures hold up in court?
Don't wait for a CCMA dispute to discover your company doesn't have a leg to stand on!
Racist Facebook costs Ericsson employee her job
Sowetan Live reports that after being involved in an accident with a taxi, Basson (who was a sub-contractor for Ericsson) posted the following on Facebook: 'Effing 'K' taxi. And once again I vote for the death penalty. These savages don't deserve to live. But more importantly Daniel is alive and I am alive. They can rot in hell.'
Basson soon found herself out of a job after the comment went viral on Twitter and Facebook.
According to the report, Ericsson South Africa M.D Magnus Mchunguzi told SABC news that Basson had 'breached their business ethics'.
It's possible that Ericsson South Africa has a good social media policy in place. And that's why it was able to deal with the matter efficiently.
Why not safeguard your company with a social media policy as well? Here's how…
Know the difference between insubordination, gross insubordination and insolence
There's a fine line between insubordination, gross insubordination and insolence of an employee. Do you know the difference? How would you discipline an employee in each instance? If you get it wrong you could lose at the CCMA!
We'll show you the difference between these and what you can do to discipline your employee in each case.
She says 'all employees have a duty to act in the best interests of their employer. [And] Employers have the right to take disciplinary action against an employee if s/he has made derogatory or unacceptable comments on Facebook about the employer.'
That said; you're within your rights to take disciplinary action against your employee even if she hasn't mentioned your company's name in a rant on social media. This is what Ericsson South Africa has done.
The allegation you could put to your employee in the Notice to Attend the Disciplinary Enquiry could be that the employee put your company into disrepute by posting unsavory comments. And that this is something your company is against.
The bottom line: You need a social media policy to deal with what your employees say on social media. Having this policy in place also makes it clear to your employees that what they post on social media can came back to haunt them.