A posting comes out quickly, often on a momentary whim. However, you should also think about your employer.

Facebook posting can lead to termination – the most important thing to start with:

  1. Be careful when making comments about your employer on social networks
  2. Insulting, discriminating or publishing company internal information is taboo
  3. Regulations regarding working hours and free time

Employees have often thoughtlessly posted posts related to their job or their employer on social networks. But if you reveal business internals or insult the employer, this can mean termination.

Can employers ban the use of social networks?

Peter Meyer, a specialist lawyer for labor law in Berlin, explains that a distinction must be made between what employees do at work and in their free time.

“The employer can, for example, regulate that employees are not allowed to fidget on their smartphones during working hours.”

The employer can also prohibit, for example, the PC - a resource provided by the employer for work - from being used for social media activities. Of course, he also has the option of regulating that no company internal information may be leaked to the outside world. Of course, this also applies to social networks.

“Rules of conduct” also apply in your free time?

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Basically, it can be said here that the employer cannot impose any restrictions.
The employment relationship does not affect your private life. However, employees are not allowed to insult or discriminate against their employer in their free time.

A trainee who described his training company as a “human abuser and exploiter” on Twitter was then terminated without notice. The Hamm regional court ruled in this case in 2012 that the termination was legally binding.

Peter Meyer explains: “But it is always a case-by-case decision as to whether there is a termination.”

The leisure behavior of employees also plays a role if it impacts legitimate company interests. The employer can regulate this in the employment contract. It can be considered a violation if an employee discloses company internal information on social networks.

Social media as part of the job

In addition to the content in the job description, the employer's right to give instructions also plays a role here. However, there should be a substantive connection between the employee's activities and the use of social media. An employer probably cannot instruct their accountant to place job advertisements via their profile on Facebook.

Source: t-online.de
Article image: Mimikama


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