A law firm CEO explains how at-will employment laws allow companies to terminate workers for off-duty social media activity that conflicts with their values.
Think your employer can’t touch you for what you post on your personal social media accounts during your own time? Think again. Recent cases show workers getting fired for everything from sharing controversial memes to making off-hand comments that clash with their company’s image.
The reality is that your digital footprint follows you everywhere, and employers are watching more closely than ever. Thomas Feiter, CEO of Fighter Law, an Orlando-based firm specializing in personal injury and employment matters, sees these cases regularly.
“It’s common for employees to believe their personal social media is completely separate from their work life,” explains Feiter. “But in today’s connected world, that line has become increasingly blurred, especially when posts can be traced back to your employer.”
For any worker who maintains an active social media presence, it’s vital to understand the legal framework behind these terminations. Below, Feiter breaks down the key employment laws and company policies that give employers the power to act on off-duty online behavior.
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