Woman Gets Message From Boss After Posting Beach Pics: “I Don’t Like This”

When your boss informs you about what you cannot post on your own personal social networking platforms, it can be invasive and autocratic, but you must understand your rights, your employer’s perspective, and how to address the issue calmly and lawfully.

Your social media rights while employed in the United States depend on a blend of federal, state, and sometimes company regulations. Federal law, such as the National Labor Relations Act ( NLRA ), protects workers’ rights to discuss conditions of work, wages, or unionizing, yes, including on social media. That is, if you’re discussing your working conditions or wages, especially with coworkers or the public, your employer usually can’t discipline you for that. But it doesn’t cover everything. If you post private company information, make harassing or discriminatory statements, or purposefully damage the company’s reputation, your employer might have grounds to discipline or terminate you.

So, if your boss comes along and says something like, “You can’t put that up,” don’t become angry. Instead, get them to clarify. A good place to start is: “Can you tell me what specifically about the post is the problem? ” Try to be inquisitive rather than confrontational. The company may have a social media policy that dictates what is and isn’t acceptable. If they do, ask to see it. A well-crafted policy should establish boundaries and enforce them consistently throughout the workplace.