Employer threatening dismissal - is it bullying?

[Deleted User]

I work for a large PLC company and our branch run a Facebook group for staff set to 'secret' status as does every branch. A colleague aired a grievance on the group today which I know they shouldn't have as they didn't follow the company grievance procedure.

What I want to know is it legal for a manager to then post on the group threatening possible dismissal to anyone who breaks the company social media policy?

It sounds like to me that the manager then also broke the policy by posting this.

BrassicWoman

Was it a threat or was it a reminder of the policy with dismissal as a possible outcome?

Genuineguy03

Agreed. It does sound like the manager was simply posting a reminder on social media policy only. It be no different to a verbal reminder at the workplace or written reminder via letter/email sen to everyone.

sangie595

Deleted_User wrote: »

I work for a large PLC company and our branch run a Facebook group for staff set to 'secret' status as does every branch. A colleague aired a grievance on the group today which I know they shouldn't have as they didn't follow the company grievance procedure.

What I want to know is it legal for a manager to then post on the group threatening possible dismissal to anyone who breaks the company social media policy?

It sounds like to me that the manager then also broke the policy by posting this.

That isn't a threat. It's an explanation of what will happen! There is a social media policy. Abide by it or there are consequences. That's all they said.

System

They can always chalk it up to the 'classic'...bringing the company into disrupute

Comms69

andydownes123 wrote: »

They can always chalk it up to the 'classic'...bringing the company into disrupute

Perhaps harder to prove in an internal group.

sangie595

Comms69 wrote: »

Perhaps harder to prove in an internal group.

Not really. You could in fact argue that airing grievances outside the formal policy to colleagues and co-workers is more likely to bring the company into disrepute with the people that matter! It can have an impact on morale, staff retention, etc. Disrepute is not just about external perceptions. Wonder around your office telling your co-workers that your employer is bad / unfair in front of your manager, and see how quickly you get told the same thing! Social media policy is irrelevant. You don't b**ch about your employer at work either. If you have a reasonable case for them to answer of something that is wrong, then there are ways to raise that. Spreading discontent and resentment amongst colleagues isn't on the list.

[Deleted User]

I've just re-checked the policy and it only states that breaching the policy can result in disciplinary action, does not state dismissal.

Undervalued

Deleted_User wrote: »

I've just re-checked the policy and it only states that breaching the policy can result in disciplinary action, does not state dismissal.

But if the employer takes disciplinary action, finds the case proved and considers it serious enough they can dismiss.

The only legal test, if such a dismissal was taken to a tribunal, would be whether dismissal is within the range of sanctions a "reasonable" employer would consider. If, in the tribunal's opinion, it was then the dismissal would be fair in law even if they considered it to be very harsh.

Regarding your original point, as others have said, what you describe is not in any way bullying.

[Deleted User]

That clears that up.

I don't think the manager in question is taking any action against the colleague anyway. As he knows he didn't handle the situation well in the first place which resulted in the colleague having a rant on the Facey group.

TELLIT01

Deleted_User wrote: »

I've just re-checked the policy and it only states that breaching the policy can result in disciplinary action, does not state dismissal.

What do you think dismissal is if not disciplinary action?