should what you say on social media be grounds for getting fired essay
Yes, it should, because if you don’t want people to hear you say something that would affect your everyday aloud, THEN IT SHOULDN’T BE SAID ANYWHERE ELSE!
I do believe that what you say on Facebook should get you fired to a certain extent. If it is something small then that can be looked over. But if what you say is a big deal for you, or your employer then you should be fired. I do think that comments among friends should be considered private. Unless they are talking about something that takes away someones safety, like a death threat. I think that the teacher should have been fired for what she said, she is basically making a death threat to her students. If I was a parent of one of those children I would not want them to be in her class. I think that I am very careful with what I write online. I do not have a Facebook or twitter so there is not that much social media going on in my life.
It’s the same scenario if you have a side hustle that you end up spending work time on. Many companies prohibit using work computers for personal business.
Employers have the right to check what’s on your computer because it’s not really yours — it belongs to the company. Make sure you understand when you can get fired for job searching.
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- When the post is protected in some way. The most prominent example that some employers overlook or get wrong: Employees should not be fired when their social media post could be considered “concerted activity” and could, therefore, be protected activity under the National Labor Relations Act (NLRA). Concerted activity includes discussing working environment among coworkers—even in a negative way in public. Employers can get into trouble when they’re too restrictive in their social media policies—overbroad restrictions or repercussions can go against an employee’s NLRA rights.
- When there are specific rules that must be followed before a termination (and those are not followed). For example, there may be contractual stipulations with the employee’s union that outline steps that must be taken before any termination. If those steps aren’t followed, the termination may be illegal—even if it would have been fine otherwise.
- When the social media post represents some other protected activity, like whistle-blowing, or protected reporting of something else, such as discrimination or harassment.
- When the employer/employee are in a state that has other protections. Some states do not allow employers to fire employees for conduct outside of work, as long as the activities themselves are legal. This means that it would be much more difficult for an employer in one of these places to fire someone for conduct it finds distasteful that is still nonetheless legal. Some places also have protections in place for political speech.
By Suzanne Lucas
I still think you should be careful.
If you sign a contract, You know what you are signing up for. IF you do anything to break anything on the contract, It is on you. You should be held responsible if you say anything or do anything to make you and the company you work for look bad.
What we do outside of work, when we aren’t supervised by a boss can definitely measure what kind of person we are. If an employee is cursing, posting inappropriate content, doing other bad stuff, it can reflect negatively on the company. What you post on Facebook, or any other public place online should definitely be grounds for firing.