Familiar But Great Reminders Of Bad Facebook Judgment

11 Brutal Reminders That You Can and Will Get Fired for What You Post on Facebook// // // <![CDATA[
document.write('.js-display-none { display: none !important; }’);

// ]]>//

11 Brutal Reminders That You Can and Will Get Fired for What You Post on Facebook

11 Brutal Reminders That You Can and Will Get Fired for What You Post on Facebook

In this new society that we’ve all agreed to be a part of, your Facebook page is an extension of yourself. For this reason, it’s not a good idea to post anything there that you wouldn’t normally say, for example, to your boss.

The unfortunate folks below didn’t get that memo. Here are 11 examples of Facebookers who weren’t so careful with what they shared and, as a result, put their employment statuses in jeopardy because of it.

1. Broadcasting to your online friends how much you hate your boss is probably not going to help you stay employed, especially if your boss is one of those online friends. This embarrassing post (below) probably did a number on our poster’s relationship with said boss.


Anonymous employee in hot water. (lamebook.com)

2. A Swiss woman in 2009 was playing what would normally have been a simple case of hooky, claiming that she had a migraine and could not work in front of a computer screen. Unfortunately, her employer noticed that she had signed in to Facebook that same day. Saying that this had “destroyed its trust in her,” company management decided to let her go. In defense, the woman did claim to have been accessing Facebook from her iPhone, but she was fired (or sacked, as they say abroad), regardless.


We’re betting this old story still gives her a headache. (guardianlv.com)



NOTE: Check with your counsel before disciplining or taking other adverse action against employees who post critical material about the company.  The NLRB has taken a very broad view of what posts constitute protected concerted activity.


About mavity2012

I am a Senior Partner operating out of the Atlanta office of Fisher & Phillips LLP, one of the Nation’s oldest and largest management employment and labor firms. My practice is national and keeps me on the road or in one of our 28 offices about 50 percent of the time. I created and co-chair the Firm's Workplace Safety and Catastrophe Management Practice Group. I have almost 29 years of experience as a labor lawyer, but rely even more heavily on the experience I gained in working in my family's various businesses, and through dealing with practical client issues. Employers tell me that they seldom meet an attorney who delivers on his promise to provide practical guidance and to be a business partner. As a result, some executives probably use different terms than “practical” to describe my fellow travelers in the profession. I don't enjoy the luxury of being impractical because I spend much of my time on shop floors and construction sites dealing with safety, union and related issues which are driven by real world processes and the need to protect and get the most out of one's most important business assets ... its employees. That's one of the reasons that I view safety compliance as a way to also manage problem employees, reduce litigation and develop the type of work environment that makes unions unnecessary. Starting out dealing with union-management challenges and a stint in the NLRB have better equipped me to see the interrelationship of legal and workplace factors. I am proud also of my experience at Fisher & Phillips, where providing “practical advice” is second only to legal excellence among the Firm’s values. Our website lists me as having provided counsel for over 225 occasions of union activity, guided unionized companies, and as having managed approximately 450 OSHA fatality cases in construction and general industry, ranging from dust explosions to building collapses, in virtually every state. I have coordinated complex inspections involving multi-employer sites, corporate-wide compliance, and issues involving criminal referral. As a full labor lawyer, I oversee audits of corporate labor, HR, and safety compliance. I have responded to virtually every type of day-to-day workplace inquiry, and have handled cases before the EEOC, OFCCP, NLRB, and numerous other state and federal agencies. At F & P, all of us seek to spot issues and then rely upon attorneys in the Firm who concentrate on those areas. No tunnel vision. I teach or speak around 50 times per year to business associations, bar and professional groups, and to individual businesses. I serve on safety committees at three states’ AGC Chapters, teach at the AGC ASMTC
This entry was posted in attitude/culture, cultural changes, generational differences, social media and tagged , , . Bookmark the permalink.

Leave a Reply

Fill in your details below or click an icon to log in:

WordPress.com Logo

You are commenting using your WordPress.com account. Log Out /  Change )

Twitter picture

You are commenting using your Twitter account. Log Out /  Change )

Facebook photo

You are commenting using your Facebook account. Log Out /  Change )

Connecting to %s