Fired for Facebook…terminated for Tinder: dismissal for social media misconduct in New Zealand

This article reports the findings of a qualitative study of first instance New Zealand employment tribunal decisions concerned with employee dismissal for social media misconduct. There are two main findings. The first relates to the legal approach to employee dismissal for social media misconduct developing in New Zealand. The decisions show New Zealand decision-makers are following the approach in other jurisdictions of treating social media misconduct dismissals as involving a balance between public and private considerations of employment conduct and calculating harm in the employment relationship. However, the decisions do not only track the emerging legal approach to social media misconduct in employment. The decisions are also a record of how social media is affecting employment relations within New Zealand. They are not only legal but also social records. The second finding relates to what the decisions reveal about employment and social media in New Zealand. The sample showed something different from other similar studies. In New Zealand, there was a large cluster of decisions where social media facilitated gender-based harassment. This finding resonates with wider research into New Zealand workplaces that suggests an enduring toxic culture where gender-based harassment is normalized.

Assessment of changes to Saudi Labour Law regarding unfair dismissal of employees

Purpose Saudi Arabia recently amended the Labour Law provisions governing the unfair dismissal of employees in the private sector. The previous version of the legislation, which had been in force for many years, had entitled employees to demand reinstatement or make a claim for fair financial compensation equal to the damages sustained. The recent amendments eliminated the right of a dismissed employee to seek reinstatement and also revised the rules relating to monetary compensation. The purpose of this paper is to critically analyse and evaluate the new approach, which has been criticized heavily. In addition, it suggests feasible alternative ways to handle unfair employee dismissal, which can be incorporated into the current Saudi Labour Law. Design/methodology/approach This paper presents an analysis of the existing approach to dealing with unfair employee termination in the Saudi Labour Law. It is based mainly on information collected from various legal materials, such as books, review of judgments issued by the Commission for the Settlement of Labour Disputes in Saudi Arabia and relevant Islamic rules. Findings The results of this examination clearly show that there are several flaws in the current approach to dealing with the issue of unfair dismissal of employees. To correct this situation, workable approaches have been suggested for possible consideration and incorporation into the Saudi Labour Law. Originality/value To the author’s knowledge, this is the first academic study to analyse the current approach to handling unfair employee dismissal in the Saudi Labour Law.

THE COMPLIANCE LEVEL OF OFFICIALS FOR STAFF DEVELOPMENT IN LAW ENFORCEMENT OF STATE CIVIL APPARATUS DISCIPLINE AT THE GOVERNMENT OF BENGKULU PROVINCE

Government of Bengkulu Province is strongly committed to improve the quality of the bureaucratic reform of Apparatus Resourcesparticularly apparatus resources reform at the environment of Local Government of Bengkulu Province. Based on Attachment 1 of Regulation of the Head of the Civil Service Agency No. 21 of 2010 concerning the Implementing Regulations of Government Regulation No. 53 of 2010 on Discipline of Civil Servants, it is known that the employee dismissal procedures that violate discipline begins by calling the concerned continued with the establishment of inspection team. The results of the examination if proven to do violation, then the competent authorities impose disciplinary punishment. There have been many advances experienced by the government in the field of employment, which previously civil servants performance was rated based on patronage system where the presentation and work are preferred switched to merit systemin which the competence and performance of employees are preferred. However, there are still some violations occurred both violations of discipline and criminal.