Disclaimer: This is in compliance with the requirements in the subject Technology and the Law. It shall not be used in any manner other than for classroom purpose only.
Should social networking activities can be a basis if an employee is still fit to perform as part of the company.
You never know where your career will take you or who you will encounter along the way. Even if you know that you are not going to stay in a job for very long, treat it as your lifelong position because your co-worker will always remember the impression you gave them while you were working with them and you never know when one of them might be in a position to hire you for your dream job down the road. For that matter, you never know when you will need a recommendation or even if you will ever actually be able to leave the job in the first place. Never put your self in the position of being fired just because you expect to be able to quit.
Social networking activities is an extension of ones lifestyle or an individuals profile. It is were different kinds of people connect and share interests with regards to whatever they feel suitable to their environment. People post certain emotions in particular to work related feelings. Employees are sometimes bored during working hours that is why they tend to post statuses like "F*ck this job" or "I hate my Boss". This are only samples of post which i think a way only to express their feelings or voice out their views but not to offend someone else or disrespect company policies.
I don't think this social networking activities can be a basis of whether a person is fit to continue on his employment in a particular company mainly because there is no law to support that if an employee is unfit to perform his duties this social networking activities can be use against them. Second is that under valid termination of an employment here in the Philippines it only comprises five (5) just causes for an employee to be terminated.
- Serious misconduct or willful disobedience by the employee of the lawful orders of his employer or representative in connection with his work;
- Gross and Habitual neglect by the employee of his duties;
- Fraud or willful breach by the employee of the trust reposed in him by his employer or duly authorized representative;
- Commission of a crime or offense by the employee against the person of his employer or any immediate member of his family or his duly authorized representative; and
- Analogous or similar cases
Why did i include Labor law on valid termination of employment? simply because if an employee is unfit to perform his duties and responsibilities in a company, employers primary resort will definitely be termination thus under those five given just causes I don't think social networking activities can be used as to whether an employee is fit to continue his employment for social networking activities are clearly not stated among this just causes.
It is you opportunity to walk your talk. To achieve the end you desire, you need to understand what you bring to the table and create an effective image to get you on the right track.
