Social media


Union reps have referred to a number of cases involving the use of social media, and a number of workplaces now have a social media policy. This issue will be covered in more detail in a separate LRD booklet in 2016. 


Reps have reported a number of cases in which the use of social media, particularly Facebook, has led to disciplinary proceedings.


Use of social media can get workers into trouble in a number of ways. These include the following:


• Use of Facebook, twitter and other social media sites in the workplace when supposed to be working. It is fairly easy for employers to monitor social media use on company devices, using the software described above. Some employers have workplace policies allowing for occasional use, or use at break times or outside of working hours. Sometimes such policies have been agreed with recognised unions. However, some workplace policies seen by LRD forbid access to social networks on company equipment.


• Workers posting images of themselves on social media in places where they are not supposed to be. For example, they may be in a part of the workplace where they are not supposed to be, or outside of the workplace when they are supposed to be at work, or out apparently “enjoying themselves” when they are supposed to be off sick. One rep referred to a disciplinary case where a member had posted a photo of themselves on the beach after phoning in sick that day.


• Making negative, disrespectful or abusive comments about the employer or colleagues on social media — either when in the workplace, or from outside the workplace in one’s own personal time — and “bringing the employer into disrepute” due to comments or behaviour on social media. This might include postings which have nothing to do with the workplace at all, but which the employer deems to be inappropriate for a person performing that particular role. 


The latter scenario is made worse if the person identifies themselves as an employee of that particular organisation, and also uses a work email to register on the site. It is advisable to always register on social media using a personal email, and to not identify your employer if you are making comments or postings that might be deemed controversial, or which you think your employer might not approve of. One rep referred to an employer trawling through the Facebook accounts of employees in order to obtain evidence against them in disciplinary investigations. 


Workplace policies on social media typically warn staff against posting disparaging comments about the employer, colleagues or clients on social media, and to be careful when making posts which might be construed as representing the views of the business in some way. A workplace policy at a train company advises staff to add a disclaimer, along the lines of “views expressed here are my personal views, and do not represent the views of (name of company)”.