Question: 
An anonymous employee provided me with a print out of Facebook entries and “tweets” of another employee which clearly showed the employee was engaged in social networking during working hours.  There were at least twenty entries on one day alone and close to fifty for the week.   She is a great employee and I’ve never had to discipline her.  What should I do?
a. Nothing.  She’s doing her job and any criticisms could lower her morale and decrease her productivity.
b. Nothing.  You cannot conduct a thorough investigation if the complainant is anonymous.
c. Speak with the employee who made the Facebook entries and “tweets” as she may have violated company policies.
d. Both (a) and (b).
Answer:    (c) Speak with the employee who made the Facebook entries and “tweets” as she may have violated company policies.

Company policies are created in order to establish guidelines and expectations for employees to follow.  Policies are also used to ensure that all employees are treated fairly and consistently.  That being said, even an employee who is performing her job may still be violating company policy.  

In this instance, there are at least three issues of concern.  First, the employee may be using company computers and resources to access her Facebook page and Twitter accounts.  If the company has a policy prohibiting use of company equipment and resources except for company business and incidental personal use, the company must determine if the employee’s use of the company equipment and resources is truly “incidental.”  This analysis must also take into account whether the company policy requires the incidental use to take place only during scheduled breaks and lunch periods.

The second issue of concern is whether or not the entries to the social networking accounts violate any prohibitions against making derogatory, defamatory, inappropriate or illegal comments using company resources that can paint the company in a bad light. 

The third issue of concern is whether the employee has enough work to do.  If the employee is performing her tasks at a meets expectation level as determined by her supervisor, then perhaps she does not have enough work to keep her busy throughout the day.  On the other hand, perhaps the work isn’t challenging enough. 

While a more thorough investigation into this matter may lead to a simple reminder to the employee on the appropriate use of company resources and company time, it may also lead to formal disciplinary action.  However, ignoring the issue will only lead to further problems, if not with the employee in question, then the anonymous complainant or someone else.

This article should not be construed as legal advice.