In this new age of information, job applicants search employer review sites for information about companies. Though many such sites screen critiques to prevent the posting of offensive comments and those that would disclose private information, they nonetheless present a conundrum for employers: Do you ignore criticism-even if it’s false-or do you respond to it? The former tactic can permit damage to an employer brand to go unchecked the latter can make an employer look defensive. Websites such as Glassdoor, which has about 30 million monthly users, allow current and former employees to criticize or praise a company, typically through anonymous posts. What Are You Tryin’ To Prove: Don’t Get In The Ring We have a few suggestions in that regard. So proactive employers can take steps to make sure they are not unfairly smeared online and that their trade secrets are protected. But the law does not protect defamatory speech, and it does not protect the disclosure of confidential, protected information. The law often protects an employee’s off-duty speech. So what can an employer do when an employee posts a negative comment on Glassdoor about the company? The answer is … not much. Of particular interest are online platforms such as Glassdoor, which purport to provide “inside” information about working conditions, salaries, and company culture.
But this behavior can be scary for employers when current and former employees take to social media to complain about their jobs-or even defame their boss. People are used to sharing everything about their lives-from what they ate for breakfast to the funny name on their Starbucks Frappuccino. Employers must not retaliate against employees for their lawful out-of-office behavior. Seyfarth Synopsis: Even if bad Glassdoor reviews have you feeling like you need to fight back, employers should stay out of the ring, and instead implement social media policies that clearly define prohibited behavior and disclosures, while spelling out the consequences for violations.
0 kommentar(er)
