Lauren James

1 month ago | jdsupra.com | Sarah Ash |Danielle Brouard |Lauren James

Key takeaways An employee simply holding an objectionable belief is not enough to justify disciplinary action but how it is manifested can be subject to limitations if it impacts the employer or others. While employers can take action against objectionable beliefs, such actions must be proportionate and justified. Reputational damage caused to the employer by an employee's social media posts must be real rather than speculative.