The recent decision of United Steelworkers of America, Local 9548 v Tenaris Algoma Tubes Inc, 2014 CanLII 26445 (ON LA) provides an example of how a unionized employee’s off-duty social media behavior can justify dismissal, despite the absence of any reference to social media in the company’s harassment policies.
The grievor was a crane
This article was written by Amelia Berman, an associate at Norton Rose Fulbright South Africa
It is very common in this day and age for employers to have regard to prospective employees’ Facebook pages and Twitter accounts before employing them or for employers to inspect these social media platforms to verify the veracity of sick
The impact of the use of social media in the workplace has regularly given rise to controversies and debates as how this subject is to be handled by a company’s management. The current state of employment law is still not entirely settled in this respect. It is however possible to provide some guidance on the
The use of social media in Australia continues to grow on a daily basis. There are now over 13.4 million daily users of Facebook, 3.9 million active users of LinkedIn and over 2.7 million monthly users of Twitter (Source: Social Media Statistics Australia). There is a good chance that one, if not all of
In the recent decision of CEP, Local 64 v Corner Brook Pulp and Paper Limited, 2013 CanLII 87573, a Newfoundland arbitrator found that comments posted on an employee’s Facebook page constituted sufficient grounds for dismissal.
The Grievor was a Tallyman in the employer’s (Corner Brook) shipping department. She had 13 years of service
In Canada Post Corp. and C.U.P.W. (730-07-01912) (2012), the grievor, a postal clerk with 31 years of service, was discharged after management became aware of her inappropriate postings on her 
Facebook account. The postings were made over a one-month period and contained a number of derogatory, mocking statements about her workplace and supervisors. The employer