How to handle employees
Sanctions for employees who go against the policy should be decided on a case-by-case basis. If comments on social media are of a harassing or discriminatory nature, or breach confidentiality this could be deemed gross misconduct, for which termination may be appropriate.
For less serious situations and first time offenders, it may be more appropriate to take the employee aside and investigate what lead to the post and why the employee felt the need to put it on social media. If the cause of the outburst can be determined, both the employer and the employee can work together to try and resolve it, especially if the issue is work related. For other situations, a warning (either first or final) may be more appropriate.
If you decide to terminate an employee’s employment because of a serious misuse of social media, be sure to collect all the appropriate evidence and documents before addressing it with the employee.
Depending on where and how the employee has posted their views, it may have been seen by some of the company’s clients or customers. It may be beneficial to let clients or customers know that the company has taken action against the offending employee. Being proactive about repairing your reputation is important, and letting your contacts know that you have taken steps to resolve any social media outbursts to ensure they don’t happen again will go a long way to ensure the trust and confidence of your clients and customers.