how much should I tell my employees? I’m reluctant to share personal details, but I’d like to talk about it from my standpoint.
A: in order to offset the negative effects of the internal crisis public relations company, an important point for the leaders is to establish two-way communication mechanism firmly with employees, so that they can understand the company policies, get answers and see them as the boss. Constant communication can build a trust relationship, so when the attack occurs, you will be exposed to a little less pressure on what you have experienced. If this communication mechanism has not been established, give priority to doing it.
Q: I was hiring an employee, he worked for a day, second days called in sick, then sick. According to our policy, if he can provide a medical certificate, we will allow him to leave, but he never provided a proof. He didn’t come to work, so we had to fire him. Then he sent me a letter of accusation and spread some horrible, untrue rumours about me and my company on Twitter.
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Q: looking for help on ethical issues
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what happens when your business encounters an online attack? Look at the following question and answer:
, you can tell your lawyer, too.
"careful maintenance of the privacy of former employees, the entrepreneur’s approach is correct."." Van Vleck Turner &, based in West Hollywood, California, says Damion Robinson of the Zaller law firm. However, the employee’s discussion of the matter on the Twitter did bring him some trouble. Robinson’s colleague Anthony Zaller believes that although the health problems, but if the employee published articles on the Internet to tell employers how bad to him, the employer has the right to use specific facts that will directly released in order to refute the accusations of employees". He stressed that the employer should discuss the scope provided by the staff on the facts and issues in the post, and never complained about the employee can take revenge.
in this case if possible, to convene a meeting; if your employees do not work together, they will say, e-mail the truth clearly tell employees what they see in the news of the Twitter is false, but the former employee was fired, because he did not provide the the medical certificate materials. Then send sick leave policy to the employee as a follow-up to the case. Also, let employees know that you are happy to discuss any questions that may arise from the policy. However, because you respect the privacy of your employees both present and ex, you can’t respond to questions in the event.