Out of hours do matter

Workplace and community expectations have dramatically shifted since the day we were told that two colleagues having a punch up in a hotel room did not provide a valid reason for dismissal.

Do employers have a valid interest in policing out of hours views and behaviours in the interest of ensuring workplace cohesion and brand protection?

Out of hours conduct can be a legitimate concern for employers.  Though, there are limits.  In this presentation we look at:

• when can an employer take a legitimate interest in the out of hours conduct of its employees

• different approaches in difficult jurisdictions

• social media and the existence of any "freedom of speech"

• striking the balance between maintaining standards at work and respecting an individual's privacy.