Is it OK to debate company issues on social media? Ask HR

Johnny C. Taylor Jr. Special to USA TODAY

Deeper Dive BETA

How do generational views differ on social media activism?

What legal protections exist for employees under NLRA?

How do generational views differ on social media activism?

How many Amazon employees were laid off?

Johnny C. Taylor Jr. tackles your human resources questions as part of a series for USA TODAY. Taylor is president and CEO of the Society for Human Resource Management, the world’s largest HR professional society and author of “Reset: A Leader’s Guide to Work in an Age of Upheaval.”

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Question: One of our younger employees posted on LinkedIn about unfair pay gaps and mentioned our company by name. Many of our older colleagues slammed it as unprofessional, while others called it courageous. Is calling out your employer on social media holding them accountable or a betrayal of trust? – Kerry

Answer: As I’ve said before, two things can be true: In this case, employees have a right to speak up, and employers have a right to expect professionalism.

Younger workers often see public callouts as a form of accountability ‒ especially when they believe internal channels are broken. More experienced employees may view it as disloyal or damaging to the organization’s reputation. Both views have merit. But when workers start debating company issues on social media, it’s usually a sign of a deeper problem: They’re not feeling heard inside the organization.USA TODAY Shopping: Shop sales in tech, home, fashion, beauty & more curated by our editors.

Let’s talk about the legal side first. Under the National Labor Relations Act (NLRA), most private-sector employees have the right to engage in concerted activity. That means two or more employees acting together ‒ or even one employee acting on behalf of others ‒ to improve working conditions, including pay, safety, or fairness. This protection can extend to social media posts, even if they criticize the employer.Abusive leadership: Should top results ever excuse demeaning leadership? Ask HR

That said, NLRA protection is limited. Posts that include false or defamatory statements, personal attacks, or confidential company information aren’t protected, for example. Nor are individual grievances that have nothing to do with collective concerns. Employers, therefore, have the right to address those situations within the law and their policies, including disciplinary action and even termination.

However, companies that rush to discipline employees in such cases risk missing the bigger issue. Before reacting, leaders should ask, why did this happen? Was the employee ignored when raising concerns internally? Do people trust our internal channels to surface sensitive issues safely? If not, the post is a symptom of a larger communication or culture problem. Fix that first.

For employees, meanwhile, there’s another very important truth to consider: Publicly criticizing a current or former employer may feel empowering, but it often comes with lasting consequences. Many organizations now conduct social media screenings during the hiring process. A post that seems courageous in the moment could raise red flags for future employers, who may question your professionalism or discretion. In other words, you might win an argument in the moment but cost yourself big-time in terms of career opportunities down the line.

The best path for both sides is prevention, not reaction. Employers should foster transparent, safe ways for employees to voice concerns inside the organization and educate managers on how to handle them. Employees should use those channels first and consider a public callout only as a genuine last resort. Because when trust breaks down ‒ internally or online ‒ everyone loses.

The views and opinions expressed in this column are the author’s and do not necessarily reflect those of USA TODAY.

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