Johnny C. Taylor Jr. tackles your human resources questions as part of a series for USA TODAY. Taylor is president and CEO of the Society for Human Resource Management, the world's largest HR professional society and author of "Reset: A Leader’s Guide to Work in an Age of Upheaval.”
The questions are submitted by readers, and Taylor's answers below have been edited for length and clarity.
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Question: I recently saw a personal social media post from one of our new employees that referred to our company and featured some inappropriate content. While the content was not disparaging, we don’t want our company associated with what might be deemed offensive content. What's the best way to approach this situation? – Maureen
Johnny C. Taylor Jr.: Social media is ingrained in virtually every facet of our culture and society. So, I can guarantee you aren't the only person thinking about this. People should be cognizant of their social media presence and its impact on their personal and professional worlds. Posts aren’t limited to a time clock. You are right to protect your company from being associated with offensive messaging.
While it is unfortunate that your employee posted inappropriate content regarding your company, this is a valuable, teachable moment for your new employee. Start by having a candid conversation. Never assume an employee understands or should understand what could go wrong with social media.
Make it clear what the potential consequences can be. Once something is posted – good or bad – it lives on the internet permanently for the world to see. And unfortunately, while good news travels fast, on the internet, bad news travels faster and further.
Walk them through your company’s policy on social media, as applicable. Explain how important it is for companies to invest a considerable amount of time and money in building their brand and are well within their right to take whatever measures necessary to protect it and their bottom line from negative perception. Even if it means termination.
It doesn’t seem like this is the case here, but some posts on social media may be protected under the National Labor Relations Act, as what is considered “concerted activity.” This would include criticism of working conditions, benefits, pay rates, or even poor management.
However, this doesn’t mean employees are to air their grievances online without consequence. They may be subject to disciplinary action based on company policy. I encourage you to check state regulations regarding off-duty conduct.