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Violating Company Communication Policy

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Peter, an employee of Company XYZ, sent an e-mail to three co-workers, asking them to wear blue in support of Union ABC which was trying to organize at that location. The company gave Peter a written warning about violating the Communication Policy which stipulated that employees could not use its systems to "solicit for commercial ventures, religious or political causes, or outside organizations." The union filed an unfair labor practice with the NLRB about this action.

What is the company's argument?
How does it interpret the actions compared to the law?
What evidence would the company need to have?

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What is the company's argument?
The company's argument is the company policy does not allow email to be used for soliciting, religious, political, commercial ventures because these are all things that can cause a controversy with all the employees. Even though an email may be harmless in what it is conveying - other employees can complain and even file a lawsuit against the company for allowing an employee to do this. It could be ...

Solution Summary

The expert examines violating company communication policies.

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Professional communications in the workplace

Recently, you were advised by your manager that your employee used the company computer to post some messages to her friends on a social networking site. This is clearly against the company's policy, which states that "no employee will use the company computer for personal activities." You schedule a meeting to speak with the employee about this violation of policy.

What are some of the considerations that will apply to this situation when relaying the bad-news message to the employee during the meeting?

What type of communication channel would you propose (and why) to advise the employee of the meeting?

Should the content of the communication be direct or indirect, and why?
What type of evidence would you use to prove your point?

How will you close the meeting?

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