In Washington, a federal group of labor regulators alleged that the non-profit group Hispanics United of Buffalo had illegally terminated five of its employees after they were caught talking and complaining about their working conditions.

Talking about work is actually very common. If you’re in an office environment, it’s normal for you to see men and women hovering around, talking in whispers near water coolers or inside pantries. If not, you’ll see them drinking beers and taking dinners while discussing about their own jobs and companies.

But what makes this case different – and perhaps very interesting – is the root cause of the termination: Facebook. Further, this is not an isolated case. Before of this, there are already hundreds of similar cases being investigated by the team.

Crossing the Thin Line?
Facebook and other social media websites have been very reachable tools for thousands of people all over the world. They are mainly used for personal connection and reconnection. Posting pictures and videos, as well as updating status messages, allow you to tell your story to friends and family thousands of miles away.

Through the years, though, these social media websites have taken a new different role. They have become sounding boards not just by regular Joes and Janes but also by certified professionals and even high-powered executives. If you want to know how their day went or what they think about the recent policies of the organization, all you have to do is to check Facebook or Twitter, to name a few.

Somehow, social media has helped employees become more open and participative with regards to the growth and development of the organization. If they cannot express themselves face-to-face, they can just do so online and hope that someone firmer and bolder can dare deliver the message to the right person.

But this kind of development doesn’t sit very well to a number of companies and organizations such as Hispanics United of Buffalo. Though their main reason was that the discussion was a form of harassment to another co-worker, there’s also a huge possibility that they didn’t like the fact that such internal matters are taken into cyberspace for the whole world to see. They could be thinking that through social media, these five employees have treaded on thin ice and eventually crossed the thin line that separates proper and inappropriate work ethics.

What’s the Best Course of Action?
According to the federal labor regulators, Hispanics United of Buffalo shouldn’t have fired the workers because they are actually entitled to discuss among themselves their jobs and working conditions in whatever form, including social media.

This is right. Everyone should be entitled to express his or her own opinion in a method he or she deems best. But we may also say that the first step to grievance resolution is to bring the complaint directly to the management. After all, they are the ones who can do something about it, not your colleague.

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