Office dating policies
Information gathered from social media can be used in the hiring process with some limitations (ie: an employer cannot use information from social media to determine your age, race, disability, religion, national origin, or gender and discriminate based on those facts).But in general, an employer can fire you for having a personal website or blog that it deems inappropriate, with very limited exceptions.If an employers handbook or personnel policies provide procedures to be followed in terms of employee discipline or termination, those procedures should be followed and applied evenly.For instance, if an employer applies the policies discriminatorily, such as following the handbook for men but not for women, this can be used as evidence of discrimination.
Additionally handbooks can play an important role in wrongful termination or discrimination suits.
These policies are legal and you should be aware of them as violation of the policies may lead to discipline or termination.
These clauses are common in employment contracts and provide a safeguard for the employer’s reputation. professional capabilities of an employee or physician to employees, physicians, patients, or visitors.” In contrast, the following provisions of the same employer’s policies were upheld as lawful: - “[w]illful and intentional threats, intimidation, harassment, humiliation, or coercion of employees, physicians, patients or visitors;” - “[p]rofane and abusive language directed at employees, physicians, patients or visitors;” - “[b]ehavior that is rude, condescending or otherwise socially unacceptable;” - “[i]ntentional mis-representation of information;” - “[b]ehavior that is disruptive to a safe and healing environment.” For more information on section 7 of the NLRA see question 10 on our Retaliation for Union Activity/Collective Action page.
It is true that sometimes facially neutral policies (policies that are applied to all employees equally and are not expressly illegal) can sometimes violate the law.
For example, a policy may prohibit promotion when an employee takes off four or more consecutive weeks during the year.
While some state laws provide limitations to the employers’ use of social media in discipline and termination decisions, the courts will generally weigh the employee protections against an employer’s business interests.