As a business owner, dealing with a disgruntled former employee who is posting negative comments about you and your company on social media can be frustrating and damaging. If you find yourself in this situation, there are several steps you can take to protect your business and your reputation.
1. Understanding the Situation
A terminated employee may feel wronged and choose to express their grievances online. In one real-world case, an employee was let go for time theft and subsequently took to social media to post defamatory statements about the company. This kind of behavior can harm your business’s reputation and even create a hostile work environment for current employees.
2. Reporting Inappropriate Content
If the former employee is making defamatory or abusive comments on social media platforms like LinkedIn, you have the option to report the post. Most platforms have community guidelines that prohibit harassment, defamation, and abusive behavior. If a post violates these terms, the platform may remove it upon review.
3. Filing a Police Report
If the former employee escalates their behavior by harassing you or your employees via phone calls, texts, or in-person visits, filing a police report is a viable next step. Having a police report on record establishes documentation of the harassment, which may be useful if further legal action becomes necessary.
4. Seeking an Injunction
In extreme cases, business owners may consider seeking an injunction to legally prevent further harassment. However, the legal standard for obtaining an injunction is high, requiring substantial evidence of ongoing harm. Before pursuing this option, it’s important to exhaust other remedies, such as filing a police report and documenting all incidents.
5. Protecting Your Employees
If the disgruntled employee is targeting current staff members, they should also report any harassment directly to the platform where the abuse is occurring. For example, if a new hire is being publicly criticized or threatened on LinkedIn, both the business and the individual should report the content to LinkedIn for removal.
6. Creating a Paper Trail
Regardless of the approach you take, documenting everything is crucial. Keeping records of social media posts, messages, emails, and any interactions with the former employee will strengthen your case should legal action become necessary.
7. Seeking Legal Counsel
Since every situation is unique, there is no one-size-fits-all solution to handling a disgruntled former employee. If you’re facing this challenge, consulting with an attorney can help you navigate the best course of action for your specific case.
If you’re dealing with this type of situation, we highly recommend giving us a call to discuss your options. Our team can assess the circumstances and help you take the appropriate steps to protect your business.
