Introduction:
The social media fraternity epitomizes the concept of globalization, it incubates an abundance of individuals from different spheres of the planet using a variety of social media platforms to associate and share information. The reality is, that social media has become an essential and vital aspect of both our personal and professional lives.
However, the reality is: that employees act as ambassadors for their employers therefore as an employee you should tread with caution on what you post on social media as it reflects either negatively or positively on their employers. It is advisable for one to acquaint oneself with their workplace policies which regulate their social media conduct. In essence, before you post anything on social media, you are cautioned to introspect and evaluate whether it reflects negatively or positively on your employer on the basis of reputation.
Why?
An individual’s social media conduct may result in dismissal. Procedurally, an employer is legislated to firstly assess the gravity and degree of the reputational damage, as an employee’s conduct on social media can impact society’s outlook and perception of the company the employee works for. One would argue and state: “But I am acting in my personal capacity, besides I am texting this from my apartment not the workplace”.
Well, it is crucial to comprehend that you are still an employee regardless of your physical location. It is important for you to read the company’s policies on racism, terrorism, sexism, and homophobia, such policies govern and regulate your conduct regardless of where you are when you are texting them.
Recall, that you are a ‘representative’ of your entity, and therefore your conduct reflects the position of your entity. Consequently, you risk facing disciplinary action if you publish any content on social media that is diametrically opposed and in contradiction to your company’s policies on the basis of reputational damage, bringing the company into disrepute and loss of revenue.
Conclusion :
Employers ought to apply a social media policy that will make sure that all employees are conscious and cognizant of the intrinsic details of the company’s social media rules. We thus encourage employees to establish social media policies in a bid to safeguard their reputation and brand.
For assistance with any disciplinary hearing you might be facing in relation to your social media usage as an employee or drafting down a social media policy for your entity as an employer, do contact Manzankosi Corporate Legal Consultancy at info@manzankosiclc.co.za or alternatively 067 147 2323 | 081 712 1114.
