Employers are becoming increasingly quick off the mark to sack workers for social media slip-ups but not this company…
In the age of ever-present social media, public slip-ups can cause significant damage to an employer’s reputation – which means dismissals are becoming increasingly common – but one airline doesn’t seem too concerned.
Ryanair pilot Iain Inglis posted numerous selfies from the cockpit – in one, he can be seen sporting a tin-foil “radiation hat” – and even branded passengers “morons.”
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“To all Ryanair passengers. You now have a seat assignment. So why oh why are you still queuing up like morons!!?? Please locate your brains,” he ranted, via Facebook.
The Edinburg-born aviator also joked about running away from a young, bearded man he had seen “praying quietly to Mecca and kissing the floor at Stanstead.”
Legally, the 31-year-old’s comments would likely warrant dismissal – labour lawyer Brian Wasyliw told HRM that employers are well within their rights to discipline or dismiss an employee whose behaviour – out of hours or otherwise – reflects poorly upon the company.
“Generally speaking, courts and arbitrators recognize that employers do have the ability to exercise some discipline over off-duty conduct,” he said. “The most obvious example would be when there are public statements made or a public action is taken that clearly reflects very poorly on the company or employer.”
But budget airline Ryanair has been quick to dismiss Inglis’ unusual and intolerant behaviour; “We don’t comment on social media nonsense,” it said in a statement.
The remarkably lenient approach is one rarely shared by employers – particularly in Canada.
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Ryanair pilot Iain Inglis posted numerous selfies from the cockpit – in one, he can be seen sporting a tin-foil “radiation hat” – and even branded passengers “morons.”
“To all Ryanair passengers. You now have a seat assignment. So why oh why are you still queuing up like morons!!?? Please locate your brains,” he ranted, via Facebook.
The Edinburg-born aviator also joked about running away from a young, bearded man he had seen “praying quietly to Mecca and kissing the floor at Stanstead.”
Legally, the 31-year-old’s comments would likely warrant dismissal – labour lawyer Brian Wasyliw told HRM that employers are well within their rights to discipline or dismiss an employee whose behaviour – out of hours or otherwise – reflects poorly upon the company.
“Generally speaking, courts and arbitrators recognize that employers do have the ability to exercise some discipline over off-duty conduct,” he said. “The most obvious example would be when there are public statements made or a public action is taken that clearly reflects very poorly on the company or employer.”
But budget airline Ryanair has been quick to dismiss Inglis’ unusual and intolerant behaviour; “We don’t comment on social media nonsense,” it said in a statement.
The remarkably lenient approach is one rarely shared by employers – particularly in Canada.
- In 2013, Matt Bowman and Lawaun Edwards – both firefighters based in Toronto – lost their jobs after posting misogynistic and offensive tweets. One post by Bowman read: “I’d never let a woman kick my ass. If she tried I’d be like HEY! You get you b***h ass back in the kitchen and make me some pie.”
- Mr. Lube employee Sunith Baheerathan was dismissed in 2013 when York Regional Police retweeted his public request for pot. The message read: “Any dealers in Vaughan wanna make a 20sac chop? Come to Keele/Langstaff Mr. Lube, need a spliff.”
- During the 2011 Vancouver hockey riots, carpenter Connor Mcilvenna posted several Facebook statuses in support but bosses weren’t happy that he’d put the company’s reputation at risk and dismissed him.
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