13 minute read
TRANSFORMING TEAMS
Dealing with employees’ online behavior
Wstories of someone’s unacceptable or illegal actions going viral and the public using social media to identify that person and where they work and live. Employee behavior on social media can also have a significant negative impact on your business’s reputation and livelihood.
Since this use of social media represents the company directly, you must take extra precautions when allowing someone to post on behalf of the company. Specifically: Make sure that only authorized employees are allowed to post on behalf of the company and have control of the company’s social media accounts. Require employees to provide current user names and passwords to management and IT for monitoring. Train these employees on proper communication skills and how to maximize the impact on the platforms. Ensure that they are regularly trained on non-discrimination and are up-to-date on acceptable and unacceptable language and imagery. Suggest employees who are expected to use social media for business purposes maintain a separate and distinct personal account for their personal use. If the business account is in the company’s name, then that stays with the company if the employee leaves. Require senior management’s approval before posting anything of significance such as a new initiative. owever, require multiple people (preferably with diverse backgrounds and perspectives) to review the posting or concept first to be more likely to catch offensive or problematic issues before they are made public. Be sure employees feel free to come forward with their concerns.
Personal Use of Social Media
An employee’s personal use of social media is often used to connect with friends and family, to find items of interest, forward information they find important, and convey their own thoughts, opinions and experiences. Because these personal views can impact your business, it is important to know what employers can and cannot do.
What you can do: Prohibit the employee’s use of social media during working hours to avoid impacts on productivity and to limit connection with the company. owever, you cannot restrict an employee from using social media during non-work time such as during meal or rest breaks. ou may be able to prohibit employees from using company resources (computers tablets) for social media only if you prohibit all other personal use. ou must apply this policy across the board and discipline employees equally for the personal use of company resources.
What you cannot do: If an employee’s posts relate to the working conditions for themselves or others, they have more freedoms. Under the National Labor Relations Act (NLRA), all employees have the right to protected concerted activity (PCA) such as complaining about low wages, sub-par work conditions, or poor management. Whistleblower and public policy laws protect employees who use social media to shed light on a company’s illegal or unethical actions. Typically, as long as the posts do not violate other policies such as confidentiality, non-discrimination harassment sexual harassment, code of ethics conduct, they are legal. In states that have off-duty conduct protection laws, an employee cannot be disciplined for posting about something they did off-hours as long as it is legal.
What about Freedom of Speech?
Employees and employers need to know that, in most workplaces, there is no freedom of speech at work or when using social media. Unless protected as mentioned previously, employees can be held accountable for their words, actions, or behaviors which are deemed unacceptable or that violate company policy.
Policies to Implement
To allow your company to take action when necessary, you should implement and consistently enforce the following policies:
Use of Social Media: Include who can post on behalf of the company, when employees can and cannot use social media, and that any posts whether for the company or personal cannot violate other policies, including those below. Code of Ethics/Conduct: efine what behavior is so unacceptable that the company will take immediate and serious disciplinary action or termination. Anti-discrimination, Harassment, Sexual Harassment, Retaliation Policies: Make sure policies are worded to cover social media posts. Workplace Violence: Ensure employees know that any threats made during or outside of work are unacceptable, including those made via social media. Confidentiality/Trade Secrets: efine what is and isn’t considered confidential information and reference an employee’s right to PCA and the company’s rights under the efend Trade Secrets Act. Outside Inquiries: efine who can speak on behalf of the company when giving professional references or comments. Searches: Clearly state that an employee has no right to privacy for anything posted using company resources, even on deleted activity. Employment-at-will: State that the company or employee can end the employment relationship at any time, for any reason, with or without cause or notice. This gives you more freedom to take action on any unacceptable behavior.
Q. An employee posted concerning comments on their personal social media page. I am worried this may impact our business. Can I take any action against the employee?
A. Maybe. While an employee’s social media postings are personal, they are not private since they are shared with a broad audience. There are some posts which you can take action on while others are protected.
You usually can take disciplinary action if the post violates one of your policies, such as confidentiality or non-discrimination/harassment/sexual harassment, or shows the employee participating in illegal activity. Disciplinary action can include termination if serious enough.
However, if the post expresses their frustration or concern over working conditions (such as wages, management or safety), it probably could be considered “protected concreted activity” under the NLRA and therefore no action should be taken except trying to rectify the concern.
Since social media can start outside of the workplace but still create explosive situations, you should preemptively create procedures of what actions you will take if an employee: uses social media during work hours. posts using their company-issued computer. complains about their wages or management. uploads a controversial thought or comment. verbally attacks another employee. threatens violence at the workplace or against a manager.
Some Scenarios
What should you do if the following happens? Employee posts discriminatory comments: If they are targeting an employee, client or vendor, you must investigate and take appropriate disciplinary action. Even if they are only general comments but another employee is offended, you should give a warning. Employee posts about how much he earns or that he thinks his boss is an idiot: This is probably protected under the NLRA, so you cannot take disciplinary action. owever, you may consider talking to the employee to find out why they are dissatisfied. Employee calls in sick but posts pictures at a baseball game: While watching a game is harmless, the fact the worker lied about why they took time off may be something you want to reprimand to ensure it doesn’t happen again. Employee is tagged in a picture showing her smoking marijuana: If the behavior is illegal, you may be able to discipline. If it is legal in your state for recreational or medical purposes, you probably cannot take any action, especially if your state has a protection of off-duty activity law. Employee posts pictures from being part of a violent protest/looting: If the behavior is illegal, you can probably take action and discipline or fire the employee since it can impact your company’s reputation and business.
The use, impact and repercussions of social media are limitless so you must have some structure in place to be ready to address whatever may happen.
Paige McAllister, SP R A nity R Group contact a nityhrgroup.com
C&E LUMBER COMPANY
1 1/2” to 12” Diameter in Stock.
Allied Builders Supply, Challis, Id., and Lemhi Lumber, Salmon, Id., have been purchased by eff and eanna Wolfe, the owners of Massa ome Center, amilton, Mt.
They do not plan to change the stores’ names, since both are “well established;” Lemhi was founded in 1 , Allied in 1 . Few personnel changes are planned, although some Massa sales employees will relocate to Idaho to work at the new locations.
The most significant change Wolfe expects is lower prices, since Allied and Lemhi will benefit from Massa’s bulk buying power.
Allied manager Brenda Sakellaridis intends to gradually transition from management to front counter sales, while awn Aldous will remain acting manager of Lemhi, a post she moved into in late 0 0.
Homewood Doubling Capacity
American Construction Source is significantly expanding its omewood Building Supply division to better serve the Sacramento metro market.
“ emand for our products and services continues to grow. We are more than doubling omewood’s capacity to support the growth opportunity resulting from the suburban shift of housing construction,” said Sam awson, ACS division president. “The omewood team, better servicing customers at scale, is sure to create value, and help our professional builder and remodeler customers address the increased demand for new and improved housing across the broader Northern California market.” omewood Lumber is adding a new distribution location in Elk Grove, Ca., offering rail access and acres of yard and warehouse space.
omewood oor, Window Millwork is moving from Loomis, Ca., to Roseville, Ca., where there is a purpose-built 1 ,000-sq. ft. manufacturing facility, featuring an additional ,000 sq. ft. of product displays and office space. omewood Truss in Olivehurst, Ca., is upgrading equipment and technology to double output capacity.
In the second half of 0 0, omewood Lumber moved from Loomis to a larger location in Rocklin, Ca., with 1 ,000 sq. ft. of expanded product displays and a -acre lumberyard offering easier in out access.
Technology e ciencies at all locations are enabling the current number of team members to support the increase in demand.
Coastal Hardware Chain Grows
iana Newton and her parents, avid and Cynthia Brunjes, have opened their third coastal LA area hardware store—this one larger than their other two put together.
South Bay ardware, Redondo Beach, Ca., opened an. 1 , boasting more than ,000 different items in more than 1 ,000 sq. ft.
The family also operates two other o it Best locations, Bay ardware in Seal Beach and Lunada Bay ardware in Palos erdes Estates. ones’ father, eith, founded the company in 1 . e passed away on Nov. 1 , 0 0, from complications following heart surgery.
“ eith built a business whose success was predicated on building and maintaining long-term relationships with its customers,” said usaini. “In SRS we have found a partner that will continue that tradition, while further enhancing our ability to provide excellent customer service and growth opportunities for the entire team.” Outdoor Supply Hardware
held a Feb. 23 ribbon cutting at its new location in Millbrae, Ca.
Wausau Supply is on track
to complete construction on a new 150,000-sq. ft. distribution facility in Butte, Mt., in the first quarter of 2021. It will serve Montana, Utah and Idaho. Louisiana Pacific plans to
restart its idled Peace Valley OSB mill in Fort St. John, B.C.
Learned Lumber , Hermosa
Beach, Ca., is a new stocking dealer of MOSO Bamboo products, supplied by Boise Cascade.
CAMO is partnering with Fiberon to offer Fiberon Edge, EdgeX and Starter Clips to the decking manufacturer’s entire dealer network.
Trex Co ., Winchester, Va., was named to Forbes’ 2021 List of America’s Best Mid-Size Companies, as #12.
Owens Corning was
recognized by the Ethisphere Institute as one of the 2021 World’s Most Ethical Companies.
North Fork Lumber Co .,
Korbel, Ca., was voted the best company to work for in Humboldt County, according to a poll by the Humboldt County Supervisors.
Anniversaries: Frost Hardwood Lumber Co ., San Diego, Ca., 110th ... Reliable Wholesale
Lumber , Huntington Beach, Ca., 50th ... Highland Lumber Sales,
Anaheim, Ca., 30th.
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ACQUISITION OF 37-year-old BTU Do it Center allows Texas-based Nation’s Best to expand into neighboring New Mexico.
ation s est c ires Indie
Fast-growing Nation’s Best, allas, Tx., has acquired fellow o it Best member BTU o it Center, Las egas, N.M.
“We are honored to count BTU o it Center among the Nation’s Best family of businesses,” said Chris Miller, president and CEO of Nation’s Best. “Since 1 , the Sonchar family has built their home center’s reputation in the Southwest, serving the region’s hardware and lumber needs for everyone from I ers to pro contractors. We’re excited to bring the strength of Nation’s Best to continue to provide excellent service to BTU do it Center’s valued customers.”
“Since 1 , our team has been on a mission to treat every customer with respect, honesty and integrity,” said BTU president Wayne Sonchar. “By merging our rich traditions into Nation’s Best, we’re ensuring that our associates and our customers will continue to be supported in the very best way.”
As part of Nation’s Best’s acquisition strategy, BTU o it Center will maintain operations under its existing name with its key leadership team overseeing company operations alongside Nation’s Best, which will provide the strategic and fi nancial support necessary to continue to achieve optimal growth and profi tability.
Founded in 01 , Nation’s Best oldings currently owns and operates seven divisions and 1 locations in fi ve states with over 0 associates.
NE Colorado Chain Clearing Out
Mr. ’s ome Improvement Centers is liquidating its three stores in Sterling, Brush and Fort Morgan, Co.
The locations abruptly closed an. 10, then reopened two weeks later to hold going-out-of-business sales.
The moves came shortly after foreclosure notices were fi led against the three stores, a Mr. ’s warehouse in Sterling, and several other properties held by the same owner, including a golf course and six residences.
The Mr. ’s chain was founded in 1 by on and Gloria Connell.
Westlake Ace Expands in Washington
Westlake Ace ardware is purchasing two-unit Washington State dealer Town Center ardware.
The deal, set to close March , includes two locations in irkland and Lake Forest Park, Wa. Both stores will be rebranded as Westlake Ace ardware and remodeled, starting in summer 0 1.
Westlake Ace currently owns six other hardware stores in the state—under the North Bend Ace and ennis Company Ace brands. According to Westlake Ace, it will be a seamless transition of ownership and the stores will retain management, store personnel, and continue to off er such leading brands as Benjamin Moore and Magnolia by oanna Gaines paints, Weber and Traeger grills, Stihl outdoor power equipment, and eWalt power tools.
“It has been our sincere pleasure to serve the Lake Forest Park and irkland communities with Town Center ardware. We are proud of the dedicated employees who have represented our stores with the highest level of professionalism through the years,” said oe and Tim Uhrich, owners of Town Center ardware. In the West, ansas City, Mo.-based Westlake also operates 11 locations in California, among its total of 1 stores in 1 states.
THE POSSIBILITIES KEEP GROWING:
Nature’s majestic pillars.
