social media policy
December 4, 2019 Yosie Saint-Cyr, LL.B. Managing Editor Employee Relations, Health and Safety, HR Policies and Procedures, Human Resources, Human Rights, Payroll, Privacy and Security, Wages and Compensation,
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.
drug and alcohol policy, employment law, holiday party, office holiday party, social host liability, social media policy, workplace harassment policy, workplace violence policy
February 1, 2017 Devry Smith Frank LLP Employee Relations, Employment/Labour Standards, Health and Safety, HR Policies and Procedures, Human Resources, Human Rights, Union Relations
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.
discrimination, employers on social media, employment law, harassment, harassment policy, human rights code, social media, social media and the workplace, social media policy
February 3, 2015 Employer Advisor, McCarthy Tétrault LLP Employee Relations, Employment/Labour Standards, HR Policies and Procedures, Human Resources, Notice, Damages and Settlements, Payroll, Privacy and Security, Union Relations, Wages and Compensation
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.
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
December 12, 2014 Doug MacLeod, MacLeod Law Firm Employee Relations, Employment/Labour Standards, HR Policies and Procedures, Human Resources, Human Rights, Privacy and Security, Union Relations
Since the beginning of time, employees have privately complained about work and made inappropriate comments to friends and family. Today, however, this venting is happening over the Internet. The internet has major reach and many employees, including professors, sports figures, comedians and writers, have already been terminated because of their Facebook and Twitter activity.
collective agreement, employment law, facebook, grievances to arbitration, human rights code, implications of social media comments, just cause for termination, Labour Law, public comments which can harm an employer’s reputation, sexist tweets, social media, social media policy, terminated because of their Facebook and Twitter activity, twitter, venting is happening over the Internet
November 6, 2013 Employer Advisor, McCarthy Tétrault LLP Employee Relations, HR Policies and Procedures, Human Resources, Privacy and Security, Training and Development
Ever since the days that employment law was referred to as “master and servant” law, employees have owed various common-law duties and, for some employees, fiduciary obligations to their employer. These obligations take many forms, but key is that an employee cannot misappropriate an employer’s confidential or proprietary information. In the days before social media, this was fairly easy to describe. Generally speaking, an employee could not print or email to himself a copy of the employer’s customer list, and then use that list to compete against the employer. But what if that customer list is not a document, but is kept on a LinkedIn page?
common-law duties, confidential or proprietary information, Customer contacts on LinkedIn, employment law, fiduciary obligations, guidelines, HR blogs, Law blogs, Legal blogs, LinkedIn, LinkedIn networking information, policies and procedures, privacy and confidentiality, Property of the employer, social media, social media policy, “master and servant” law
October 2, 2013 Employer Advisor, McCarthy Tétrault LLP Employee Relations, Employment/Labour Standards, HR Policies and Procedures, Human Resources, Human Rights, Privacy and Security, Training and Development
More than 19 million Canadians check Facebook at least once per month and 14 million check every day. There are more than 200 million active users of Twitter, and around 400 million tweets sent daily. LinkedIn boasts 8 million Canadian users. These stats confirm what you probably already know: your employees are on social media. They are likely on social media multiple times a day, which means that they are likely using social media at work.
blog post, canadian employment law, confidential/proprietary information, discipline up to and including termination, Employer liability, employer's reputation, employment law, facebook, Facebook postings, harassment policy, hours of work, HR Law, IT department monitors use of social media in the workplace, LinkedIn, policies and procedures, social media, social media at work, social media policy, tweets, twitter, workplace, workplace-related harassment, York Regional Police, YouTube
August 6, 2013 Employer Advisor, McCarthy Tétrault LLP Employee Relations, Health and Safety, HR Policies and Procedures, Human Resources, Human Rights, Training and Development
In a recent case the Ontario Human Rights Tribunal found that a facebook posting about a co-worker’s Mexican heritage was prohibited workplace harassment under the Human Rights Code .
ancestry, Citizenship, comments were unwelcome, discipline, discrimination, facebook, harassment, human rights code, human rights training, Ministry of Labour, occupational health and safety act, online, online postings, online workplace harassment, Ontario Human Rights Tribunal, place of origin, postings on the Internet, prohibited ground of discrimination, race, social media, social media policy, vexatious, workplace harassment, workplace incident
June 4, 2013 Michele Glassford Employee Relations, HR Policies and Procedures, Human Resources, Human Rights, Privacy and Security, Recruiting and Hiring
It is understandably frustrating for employers and human resources managers to try keep up with social media trends. It seems that as soon as employers (or anyone over the age of 25) has figured out the latest social media tool, the masses have moved on to the next one. Likewise it is almost impossible to amend or adapt a “social media” policy with each shift in trend.
conduct and behaviour, confidentiality, employee handbook, employment law, Google, human resources managers, invasion of privacy, job candidates, marketing strategy, offer of employment, online, policy and procedures, policy manual, privacy policy, recruiters, recruitment and selection policy, social media, social media policy, social media research of candidates, social media trends, social networking sites, workplace harassment
November 7, 2012 Clear Path Employer Services Employee Relations, Employment/Labour Standards, HR Policies and Procedures, Human Resources, Privacy and Security
The story about the Ontario man fired from a retail store due to insensitive online posts about the death of Amanda Todd, is not the first time we’ve seen a story like this.
available 24/7, conduct and behaviour, eight hours a day, Employee email and computer use, employee handbook, Employee policy manual, employees using social media, facebook, hours of work, HR issues, misconduct, outside of business hours, policies and procedures, policy manual, Smarthphones, social media, social media policy, terminations
June 6, 2012 Occasional Contributors Employee Relations, Human Resources, Privacy and Security, Recruiting and Hiring
Recently, there has been much news about social media getting people in trouble at work and in the public eye. From politicians losing their positions in office, to businesses firing both upper management and employees for “inappropriate tweets,” it’s clear that a social media policy for businesses is becoming a required element of any effective set of HR solutions.
Employer branding, facebook, Facebook firing, improper disclosure of confidential information, inappropriate tweets, sharing confidential information via social media, social media, social media and hiring, social media in the workplace, social media policy, termination, twitter
November 11, 2011 Christina Catenacci Human Resources, Privacy and Security
A first-grade teacher in New Jersey could lose her job following a questionable Facebook post. While this story comes out of the US, the lessons can apply to workplaces located in Canada.
consistent monitoring and enforcement of policy, context, facebook, Facebook firing, inexusable, lose her job, off-duty posting on Facebook, online comments, questionable Facebook post, social media, social media policy, stuck by a student, teacher, terminated
August 22, 2011 Adam Gorley Human Resources, Human Rights, Privacy and Security
You might have heard about the case in which two car dealership workers were fired for cause after they wrote offensive and harassing messages on Facebook about their employer and managers.
facebook, Facebook firing, policy, privacy, social media, social media policy, social networking, termination, workplace harassment
My employer denied me the right to have a support person present at a meeting with HR regarding an investigation into workplace bullying and psychological... – Feb 02, 2:14 PM
Which is more practical, absolutely no office romance policy or allowed but need to disclose? IMO, the need to disclose, while accommodating, complexity and unnecessary... – Dec 15, 1:39 PM
Twitter terminations: Sexist tweets found to constitute just cause for termination
December 12, 2014 Doug MacLeod, MacLeod Law Firm Employee Relations, Employment/Labour Standards, HR Policies and Procedures, Human Resources, Human Rights, Privacy and Security, Union Relations
Since the beginning of time, employees have privately complained about work and made inappropriate comments to friends and family. Today, however, this venting is happening over the Internet. The internet has major reach and many employees, including professors, sports figures, comedians and writers, have already been terminated because of their Facebook and Twitter activity.
collective agreement, employment law, facebook, grievances to arbitration, human rights code, implications of social media comments, just cause for termination, Labour Law, public comments which can harm an employer’s reputation, sexist tweets, social media, social media policy, terminated because of their Facebook and Twitter activity, twitter, venting is happening over the Internet