Hugh Murray talked to Law.com about a viral case of an Ohio television station’s firing of its community relations director over her controversial “straight pride” social media post as an illustration of the challenges employers face concerning hot button topics and employee’s use of social media.
Hugh Murray, Chair of McCarter’s Labor & Employment practice, said an employer facing such a situation may want to consider a number of factors in addressing an employee’s actions, including the employee’s length of employment, openness to counseling, and ability to be effective at the job going forward as well as whether important stakeholders may have an issue with the employee’s action. Hugh said, given that this employee had a public-facing position, “I could understand her company saying she’s undermined her effectiveness as a community outreach person through this.”
To reduce workplace polarization, Murray pointed to corporate diversity programs as one strategy for employers to foster greater understanding in the workplace. He said, “One of the big tools going forward that employers need is giving employees the tools so they can work with people with whom they don’t share the same religion or background or political views, so they can effectively do this job and bring their different skills to bear together.”