The vast majority — 72%, according to the Pew Research Center — of American adults use at least one social media platform.
Despite its ubiquitousness, though, many employers are still uncertain about whether they can, for instance, fire an employee over something they share on social media.
HR Dive recently spoke with several HR experts – including G&A Partners’ own senior HR advisor, Dave Berndt – to figure out when employers can and can’t take adverse employment action in response to social media activity.
Here’s what Dave had to say about HR’s complicated relationship with social media:
“If an employee uses social media to do something illegal, like selling drugs, or expresses thoughts of life-threatening behavior, the company should become involved…Companies are also more likely to become involved if the employee used company property for the activity or conducted that activity on company time.”
Want to know learn more about privacy concerns in the workplace? Check out our on-demand webinar, “What Employers Need to Know About Workplace Privacy,” hosted by Dave Berndt!
“[Public] figures or those who use social media as part of their professions can undergo harsher scrutiny even for the personal postings.”
“Having a well-thought-out social media policy will help, but as new social media forums continue to develop, the area will stay fuzzy.”