December 20, 2024
A recent survey of MEU members revealed that 85% of members use social media weekly, with Facebook being the most popular platform.
In recent years, we have seen more Lodges and groups of MEU members move to online platforms.
Whether you’re managing a Lodge page, starting a private group or posting about work online, here are our five golden rules to using social media without it coming back to bite you. Remember, if you can read this, there is every chance Richard from HR can too!
1. Don’t take or share photos or videos while at work because this is likely to breach company policy. Also, read your company policy!
Taking a selfie at that awesome holiday resort during summer? Great. Taking a selfie in a moving truck? Pump the breaks on that thought. We generally advise members to not take photos of videos while at work because it is likely to breach company policy.
We also advise members to make sure you read and understand your company’s social media policy which is likely to cover issues like: don’t make comments that reflect negatively on your employer, don’t share confidential information and don’t comment on issues you aren’t authorised to.
2. Remember that closed groups aren’t totally private.
Remember that thing we said about Richard from HR?
Even though you may not have invited the boss to join the MEU Lodge page, always assume that your social media posts can find their way into the wrong hands. Believe us, they frequently do.
We caution members who manage any union social media accounts to assume that everything you post can be found or screenshotted and to keep that in mind when you go to post something or when other MEU members post on your page.
3. Be extra careful during industrial action
During industrial action, it’s common for companies to hire private security to run surveillance on what’s happening on the picket line. This has now extended to scanning workers’ social media posts. When you’re on strike, you can still be sacked for breaching company policy, such as using offensive language towards other employees or attacking the company. Using a pseudonym won’t save you either. In one case, a striking member letting off steam under a fake name was identified by the company via their IP address. In general, any commentary about industrial action – even if it’s on social media – should be left to lodge or district officials who can comment on behalf of the union.
4. ‘Vaguebooking’ can get you in trouble too
“Can’t believe he did that. I’m spewing” … You know those annoying status updates that suggest something’s up, but you don’t know what it is? That’s a vaguebook and it can get you into trouble too. Even if a post doesn’t mention the workplace or mention any particular individuals, your employer can still make a case that you are referencing work and take disciplinary action.
In one case, a post of an abstract image (of fish!) with a non-specific message was interpreted as a reference to a workplace dispute and resulted in the member being stood down. Sometimes it’s a very long bow – but there have been multiple cases where an employer has claimed a vague post is about work and the Fair Work Commission has agreed.
5. When in doubt, get Union advice
Finally, if you are unsure about posting something online, or about what someone may have commented on your page, ask your relevant Union Official who can seek legal or communications advice as appropriate.
A few more tips for good measure:
- Don’t denigrate your workmates on social media, it can be seen as bullying.
- It’s not just your own posts – comments on other people’s posts can get you into trouble too.
- It’s better not to list your employer on your social media accounts.
Social media blurs the lines between the public and personal like never before and as platforms evolve, so do the issues and risks that workers face.
We want members to be able to use social media as a positive tool to organise your workplace, but we want you to do it safely. The bottom line is that if you wouldn’t say it in front of the boss, don’t say it on social media.