What steps can we take to protect the business from employees publishing damaging material about it on a blog or networking site?Posted in : First Tuesday Q&A NI on 3 May 2011
If the comments otherwise damage the employer’s reputation or are intended or likely to destroy the relationship of trust and confidence between employer and employee, discipline and dismissal may be a legitimate course of action.
In the absence of any express contractual clause, an employee has implied duties of fidelity to their employer and not to bring their employer into disrepute. This duty extends to the employee’s off-duty time. Therefore if the employee has posted damaging material regarding the employer then it is possible that he or she has committed a conduct offence.
Furthermore, the employer should ask the employee to remove the offending posts. If that fails they can ask the
Already a subscriber?
Click here to login and access the full article.Log in now to read the full article
Don't miss out, start your free trial today!
Are you fully aware of the benefits of Legal-Island's Employment Law Update Service? We help hundreds of people like you understand how the latest changes in employment law impact on your business.
Help understand the ramifications of each important case from NI, GB and Europe
24/7 access to all the content in the Legal Island Vault for research case law and HR issues
Ensure your organisation’s policies and procedures are fully compliant with NI law
Receive free preliminary advice on workplace issues from the employment team at Worthingtons Solicitors
Back to Q&A's This article is correct at 02/09/2015
The information in this article is provided as part of Legal-Island's Employment Law Hub. We regret we are not able to respond to requests for specific legal or HR queries and recommend that professional advice is obtained before relying on information supplied anywhere within this article.