• First Reference
  • About us
  • Contact us
  • Free Coronavirus FAQ 🔬
  • Free Newsletter 📨
  • Get PolicyPro Free Trial 🎉

First Reference Talks

Discussions on Human Resources, Employment Law, Payroll and Internal Controls

  • Home
  • About
  • Archives
  • Resources

social media policy

By Marie-Yosie Saint-Cyr, LL.B. Managing Editor | 4 Minutes Read December 4, 2019

The holiday party and workplace policies

The holiday season is fast approaching and organizations are planning their annual Christmas or holiday parties. The increased recognition that alcohol consumption at organization-sponsored events creates significant legal liability has had an impact on that traditional institution. And now, with the legalization of cannabis and the #metoo movement, added legal liabilities come into play.

Article by Marie-Yosie Saint-Cyr, LL.B. Managing Editor / Employee Relations, Health and Safety, Human Rights, Payroll, Privacy / drug and alcohol policy, employment law, holiday party, office holiday party, social host liability, social media policy, workplace harassment policy, workplace violence policy

By Devry Smith Frank LLP | 3 Minutes Read February 1, 2017

Protecting employees from social media harassment

It is well known that employees have certain legal obligations to their employer with respect to the content of their social media profiles. An arbitrator recently confirmed that employers also need to be careful about the content of their social media pages as it relates to their employees.

Article by Devry Smith Frank LLP / Employee Relations, Employment Standards, Health and Safety, Human Rights, Union Relations / discrimination, employers on social media, employment law, harassment, harassment policy, human rights code, social media, social media and the workplace, social media policy

By McCarthy Tétrault LLP | 3 Minutes Read February 3, 2015

Terminated for tweeting: A tale of two Toronto firefighters

When used properly, social media can be a powerful tool for connecting individuals, marketing businesses and mobilizing the masses behind a cause. However, many organizations have learned the hard way that inappropriate social media use by employees can have a detrimental effect on an organization’s reputation.

Article by McCarthy Tétrault LLP / Employee Relations, Employment Standards, Payroll, Privacy, Union Relations / arbitrator, detrimental effect on an organization’s reputation, discipline or discharge, employee conduct, employment law, grievor’s behaviour renders the employee unable to perform his duties satisfactorily, Human Rights Policy or Code, inappropriate social media use by employees, reinstatement, serious breach of the Criminal Code, social media, social media policy, Terminated for tweeting, termination

  • Go to page 1
  • Go to page 2
  • Go to page 3
  • Interim pages omitted …
  • Go to page 5
  • Go to Next Page »

Footer

About us

Established in 1995, First Reference Inc. (known as La Référence in Quebec) provides Canadian organizations of any size with practical and authoritative resources to help ensure compliance.

First Reference Talks

  • Home
  • About
  • Archives
  • Resources

Main Menu

  • About First Reference
  • Resources
  • Contact us
  • 1 800 750 8175

Stay Connected

  • Facebook
  • LinkedIn
  • Twitter
  • YouTube

We welcome your comments on our blog articles. However, we do not respond to specific legal questions in this space.
We do not provide any form of legal advice or legal opinion. Please consult a lawyer in your jurisdiction or try one of our products.


Copyright © 2009 - 2021 · First Reference Inc. · All Rights Reserved
Legal and Copyright Notices · Publisher's Disclaimer · Privacy Policy · Accessibility Policy