Member Article

Dealing with trolls in the workplace

The massive rise in the use of electronic communication and social media has seen an increase in anonymous online bullying.

With a number of ‘troll’ cases hitting the headlines recently, employment lawyers at Stockton based firm About HR, are encouraging employers to be more vigilant than ever to have clear HR policies in place to deal with such incidences should they occur in the workplace or be undertaken by employees outside of the workplace.

Sue Wood, Employment HR Specialist, at About HR says, “If online harassment and bullying is directed towards a fellow colleague then the employer would have the right to discipline, even if the accused was to argue that they done it in their own time or on their own device.

“However, there is also a disciplinary case to be made if an employee harasses non-work colleagues whilst online ‘trolling’ outside of the workplace. Although more difficult to show a direct link to employment, the threat to a brand or company’s reputation can be enough for grounds to discipline.”

Electronic and online harassment can take many forms including unwanted and offensive emails or text messages; posting offensive or defamatory material online; publication of commercially sensitive information online and the creation of bogus profile pages on social networking sites.

Sue Wood, continues, “Developing clear policies and contracts on the use of company emails and the internet, as well as the use of social media both inside and outside of the workplace enables employers to highlight the potential consequences for disciplinary action if employees were to be linked to such incidents.”

This was posted in Bdaily's Members' News section by About HR .