If these incidents had been witnessed by a manager it would be cause for immediate termination. However the dilemma lies in the fact that no one personally witnessed these acts. It is clear that the employee involved videotaped these acts while at work and they are against company policy.
Can we use social media like youtube, facebook or twitter to coach and/or terminate employees?
3 comments:
This one requires legal counsel.
Hi Jessica,
I think that social media outlets can be used at work, but must be regulated. I think some kind of employee training can be done over social media, such as a quiz for employees to take. This one is hard to judge, but I think that if something is caught on video even if it is a non-policy act, it may be taken into consideration by the management. If the same employee would come up and say wow, look at what so and so is doing, I would begin to question what this particular employee motives are. If perhaps an employee did catch something on their phones, it can be used as a wake up call to management to focus in on act, and to keep in mind when it comes to dealing with that certain employee. It is important as management to talk to all employees about rules and as a company how to act as a team. Certain incidents occur, but 99% of the time rules our rules and employees should follow the guidelines that are provided by employers.
This is something that happens a lot now with social media sites being handy and easy to use. People take advantage of these sites to post or show outrageous things. I think regardless if anyone personally saw this employee perform any of these acts, the managers need to obtain a copy of the evidence (the video), and have a formal meeting with the staff and managers to know that this is something serious that is against company policy. It may have started out as a joke or it may have been malicious but this meeting must take place so that everyone knows the seriousness and what can happen if they take things to far and use social media sites to broadcast their acts. Like professor Weyant has said this may need legal action or maybe the company's arbitrator can sit with the manager and the employee. Maybe he/she has learned their lesson once they see how far it has gone.
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