Human Resources Law Class replies Discussion board posts

I agree with your contention that an employee’s wrongdoing on social media should not justify dismissal by the business. In this specific instance, terminating the employee would be counterproductive because he is raising issues with subpar working conditions. I believe that the employer must be clear about the sequence of events. In this case, the employee may be performing poorly and the employer has the right of suspending him but taking the employee’s YouTube complaint as an added reason for expelling him can result in adverse outcomes for the employer as the employee can file the complaint under the NRLA and the OSHA. In addition, I think the employer should embrace the cheapest way of solving the blogging behavior of the employee. Communication is a vital resource and can solve the situation. I like your argument that the employer should approach the employee and dialogue concerning the situation.

I concur with your claim that the employer should not fire the employee due to his social media post concerning poor working conditions. Actually, the employer should take the post to challenge him by evaluating whether the working conditions in his or her organization are in accordance with the OSHA provisions. Precisely, it is necessary for the employer to contemplate that most of the employees do not have the courage of reporting some of their complaints to the managerial personnel, but they can easily express themselves through alternative means including the social media platforms. I highly appreciate your argument that the employer ought to do an investigation in order to establish whether the allegations raised by the employee concerning the working conditions are true or false. I also support the proposed changes to the Employee Free Choice Act (EFCA), especially due to the fact everything has become modern in the present times, and the EFCA needs to be updated as well.