You may have read recent news stories about the case of an executive allegedly forced out of his position because he had ticked the career opportunities box on LinkedIn. The employee, now without a job, is believed to be the first person in the UK to bring a case for constructive dismissal regarding LinkedIn.
It will be interesting to see the outcome of the case in due course. However, the story turned our thoughts to social media policies, and how they are implemented. Employees across the country, and particularly within the recruitment sector, are increasingly using social media as an integral part of their jobs – to source both clients and candidates. So employers now face the challenge of protecting their business while at the same time ensuring they make the most of the opportunities social media has to offer.
We’d love to hear your thoughts. Was the employer in question right to discipline the employee, and do you have a social media policy in place at your organisation – or perhaps you are now considering one? Let us know by commenting below.
