Hi Friends, Can a company get any kind of documents to refrain any current or ex-employee from posting something against the organization?
From India, Mumbai
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From India, Mumbai
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We have a clause in our code of conduct , to refrain from social media posting. But what more can be incorporated in NDA, reguarding the same.
From India, Mumbai
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From India, Mumbai
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Dear Amanpreet Grewal,
You have raised two posts on the same subject. The replies are as below:
Post 1: India is a democratic country, or at least it is called so. Therefore, you cannot gag the employees for criticizing the company. Why is your company wary of criticism? Employees of all big companies criticize public websites like www.mouthshut.com. Notwithstanding the criticism by current or former employees, these companies continue to grow. Furthermore, big companies monitor these websites and identify the points on which employees have expressed frustration. This helps in taking corrective actions.
Post 2: If you have inserted a clause in the code of conduct to refrain from social media posting about the company, then it remains to be seen whether it stands scrutiny against the fundamental rights in vogue. Having said that, let me address the heading of the post. It mentions writing derogatory remarks about the company. Yes, expressing frustration differs from writing malicious posts or discrediting the company. However, the line between criticism and calumny is thin, requiring great patience to distinguish between the two.
Related Thread: Please refer to my following post:
https://www.citehr.com/642447-employee-has-right-vent-management-cannot-take.html
Thanks,
Dinesh Divekar
From India, Bangalore
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8219You have raised two posts on the same subject. The replies are as below:
Post 1: India is a democratic country, or at least it is called so. Therefore, you cannot gag the employees for criticizing the company. Why is your company wary of criticism? Employees of all big companies criticize public websites like www.mouthshut.com. Notwithstanding the criticism by current or former employees, these companies continue to grow. Furthermore, big companies monitor these websites and identify the points on which employees have expressed frustration. This helps in taking corrective actions.
Post 2: If you have inserted a clause in the code of conduct to refrain from social media posting about the company, then it remains to be seen whether it stands scrutiny against the fundamental rights in vogue. Having said that, let me address the heading of the post. It mentions writing derogatory remarks about the company. Yes, expressing frustration differs from writing malicious posts or discrediting the company. However, the line between criticism and calumny is thin, requiring great patience to distinguish between the two.
Related Thread: Please refer to my following post:
https://www.citehr.com/642447-employee-has-right-vent-management-cannot-take.html
Thanks,
Dinesh Divekar
From India, Bangalore
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