Ole Miss Mess: Worker Reprimanded For LSU Rooting on Twitter
Comments were an 'embarrassment to the university'
A University of Mississippi employee luckily got away with a reprimand in the form of a general memo. The rule infraction? Supporting rival LSU in an October 19 football game -- while on the clock for Ole Miss, according to WMCTV.com. According to a letter sent by university physical plant director, obtained by The DMOnline.com, someone in that department had "posted comments that were indicative of supporting Ole Miss' opponent - the LSU Tiger football team."
Apparently school administration took a dim view of a mole in the paid Rebel ranks and questioned "the individual making the comments and his ability to make sound and wise decisions." The comments were an "embarrassment to the University ... that simply cannot be overlooked."
Physical plant director Ashton Pearson summed it up this way:
Although the employee in question had been on the job during the game, Pearson's warning goes further and is not limited to hours on the job. This is not unusual, particularly in an employment-at-will state like Mississippi in which an employer can fire an employee at any time for any reason. Some workers have found themselves dismissed for stating opinions on social media.
Let's be clear, the University will never dictate which sporting teams you can support and cheer for. But what we can dictate and fully expect is that if you cannot support the University of Mississippi, particularly while you are on the clock, you will remain neutral and be without comment. Make no mistake; all comments posted on any social media site are subject to review by various University departments and staff. In order to eliminate any unwanted scrutiny, you would be well advised to restrain from posting or otherwise making comments that may bring embarrassment to yourself or reflect negatively to or about your employer.
One exception can be if an employee is covered by a contract that specifies the conditions under which termination can happen, a type of clause regularly negotiated for unionized employees. According to a university spokesperson, physical plant workers at the school are not part of a union, but employment agreements could still offer limitations on what could be considered an offense that could allow termination.
In general, before the days of social networks, getting fired for personal views and opinions was far less likely simply because people could not readily and easily broadcast them. Facebook, Twitter, Instagram, and other social networks have changed the environment and allowed people to make their voices heard. Unfortunately for some, what they said was interpreted by employers as the words, "Fire me."
The problem for many workers is the question of exactly what could turn into an effective resignation letter. Complaints about the company would often do the trick. Praising a competitor? Certainly. But what if your boss is a rabid fan of a team you dislike? Could he or she send you packing for not liking your views? This is one reason why many states are passing laws that prohibit employers from forcing employees into "friending" them or revealing passwords, keeping the activity private.
Image: Flickr user thepipe26
Erik Sherman is a widely published writer and editor who also does select ghosting and corporate work. Follow him on Twitter at @ErikSherman