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New advice from the Law Society warns that inadvertently finding out information about a person’s religious beliefs of sexual orientation on sites such as Facebook or Myspace could be perceived as having had an impact on recruitment.
The Employment Practices Data Protection Code states that an employer should only use vetting where there are particular and significant risks involved to the employer, clients, customers or others, such as working with children or vulnerable people. However employers should not place reliance on information collected from social networking sites as it is potentially unreliable.
Employees should also be aware of potential problems from ‘befriending’ their employers on these sites and should choose to have their webpage on a privacy setting where possible.
“The dismissal of employees for comments made about employers on social networking sites can also lead to unfair dismissal claims,” adds John Morris. “However, an employer may be able to defend themselves against such a claim if they can show the dismissal was a reasonable response to the conduct of the employee.”
Earlier this year a British woman was sacked from her job after she posted an expletive-filled tirade against her boss on Facebook. Previously, thirteen cabin crew from a major British airline faced disciplinary action after calling passengers ‘chavs’ on a social networking site.
Recently, a sixteen year old in a new job posted messages about how “dull” and “boring” it was, while a young man who, having posted details of his previous night’s activities, went on to explain that he was today “pulling a sickie” from work. Both were dismissed.
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