Some of the biggest news stories of
recent months have involved prominent
Canadians whose jobs were
put at risk by aspects of their private
lives. Toronto’s former mayor Rob Ford
is a notable example, as is radio host Jian
Ghomeshi, dismissed by the CBC following
allegations of violent sexual behaviour.
But conflicts between work and private
life are no longer limited to those in
high-profile jobs. The explosion of social
media now puts almost every employee in
policies & procedures
the public spotlight. For instance, Sunith
Baheerathan, an employee at a Mr. Lube
outlet in Vaughan, Ont., was fired in 2013
when he used Twitter to call for drug
dealers in the vicinity to drop in on his
workplace. (Unfortunately for “@Sunith_
DB8R”, the tweet went viral after York
Regional Police spotted the message and
responded “Awesome! Can we come too?”)
Two Toronto firefighters, Matt Bowman
and Lawaun Edwards, were fired for tweeting
sexist comments; last November, arbitrators
Rawpixel/Shutterstock
Personal Liability
WHEN DOES AN EMPLOYEE’S PRIVATE LIFE BECOME AN EMPLOYER’S BUSINESS?
By Sarah B. Hood
recommended that Edwards should be reinstated,
but upheld Bowman’s dismissal.
Where should employers draw the line
regarding unacceptable behaviour outside
the workplace?
“It depends on the position and the
type of business that the company is engaged
in,” said Kristin Taylor, partner with
Cassels Brock and Blackwell LLP. “If you
have somebody on the manufacturing floor
who’s posting pictures of himself drunk on
weekends, but he comes in sober to work,
HRPATODAY.CA ❚ MARCH/APRIL 2015 ❚ 31
