HI, Social Networking websites and Whats App have become more effective communication tools in today life on both personal and professional domain but it becomes harmful if it is used with wrong intention.
Recently our Company Management has initiated disciplinary proceeding against one of our employee but employee has started misguiding other employees of the Company using facebook and Whats App.and he is trying to disrepute our Company's name through different Whats App group in the Company.
Can we restrict our employees to access facebook and form any whats App group within the Company employees. ?
I hope we are not violating any legal obligation.
I would welcome your suggestion.

From India, Varanasi
Sr. Hr Executive
Kritarth Consulting
Posh Programs; Hr Management Consultants
+1 Other

Use factoHR and automate your HR processes

Mobile-first hire to retire HR and Payroll software that automates all HR operations and works as a catalysts for your organisational growth.

sharp Payroll Services

Some companies are asking Employees to deposit their mobile at company gate.
From India, Mumbai

Dear Sanjay,
You can not restrict any body from using Whatsapp or facebook after office hours neither you can restrict their choice of people to whom they want to communication. This is purely an act of breach of freedom to speak policy as per law. Yes you can always restrict use of facebook and whatsapp use in office premises but what they do after it is their choice.
Reference to your query, would like to suggest you to put an clause if appointment letter of all employees to do not use name of company in any form of communication without prior permission from the organisation. For drafting clause you may consider any legal advice as well.

Kritarth Consulting

Dear Sanjay,

Your Query: Can the Employer / Management restrict the Usage of Social Media because some Employed-Person is/are causing "disrepute" to the Establishment which employs them/"

Position: ' Any act Unworthy of Employment amounts to / constitutes/is an Act of Misconduct for which the Employee Concerned is liable to be proceeded against and once the Misconduct is established in an Inquiry, can be Punished for the said act of Misconduct.

Further, for any act on the part of the Employee which is "prejudicial" or is likely to be prejudicial to the interest of the Establishment or tits Reputation and or malign the Goodwill or Image of the said Establishment tantamount to Act of Grave Misconduct.

Please proceed with Disciplinary Action as prescribed in your Service Rules or Standing Orders as the case may be.

Team Kritarth is here to Help Employers in maintaining Workplace, Work Worker Discipline

Home | Kritarth Consulting Private Limited


From India, Delhi

If you are knowledgeable about any fact, resource or experience related to this topic - please add your views.

About Us Advertise Contact Us Testimonials
Privacy Policy Disclaimer Terms Of Service

All rights reserved @ 2022 CiteHRŽ

All Material Copyright And Trademarks Posted Held By Respective Owners.
Panel Selection For Threads Are Automated - Members Notified Via CiteMailer Server