Let’s chat about something that's been popping up more and more in my conversations with clients lately: employees recording their termination meetings and sharing them on social media.
I know, I know – it's probably not something you thought you'd have to worry about, but welcome to the age of social media!
First things first – termination meetings are supposed to be private conversations. They're sensitive moments that deserve respect and discretion. But with smartphones in every pocket, we're seeing more of these conversations end up on TikTok and other platforms. Let's break down why this matters to you as a business owner.
The not-so-fun stuff to know:
· That recording could end up as evidence in a legal dispute (yikes!)
· It might violate privacy rights (especially if other people are in the meeting)
· If it hits social media, it could impact your business's reputation
· In some cases, it could even cross into criminal territory (if the employee leaves their recording device running after they leave the room)
So what can you do about it?
Let's keep it simple!
Here are some practical tips that are easy for you to implement:
1. Update your Policies (I can help with that)
· Add clear guidelines about recording meetings
· Spell out what happens if someone breaks these rules
· Make it part of your onboarding process
2. Create a controlled environment (I can help with that)
· Choose a private meeting space
· If you're doing it virtually, disable recording features
· Bring a witness (like another manager or HR person)
· Keep it professional – imagine everything you say might end up on social media
3. Stick to a script (I can help with that)
· Prepare your talking points
· Stick to what's in the termination letter
· No off-the-cuff comments (even if you're trying to be nice)
4. Remember the basics
· Have someone take good notes
· Keep everything professional and calm
· Let the employee take notes if they want to (but no recording)
Now, if you're offering an enhanced severance package or something more than minimally required, make sure you include solid confidentiality clauses. Think of it as insurance for your business!
I get it – this isn't the fun part of running a business. But as your no-nonsense HR consultant, I want you to be prepared. Times are changing, and we need to change with them. The key is to stay professional, be prepared, and treat everyone with respect – recorded or not! Allow people to leave with dignity and respect. That should always be your goal.
The trend in Canada of employees recording and posting termination meetings is a growing concern, and even if you’re in another country, this issue should be top of mind and requires immediate and thoughtful action from employers. By revising policies, setting clear expectations, and maintaining professionalism, employers can mitigate the risks associated with these recordings. It is crucial to stay ahead of this trend to protect both the organization's reputation and its legal standing.
Have questions about handling terminations or need help updating your policies?
Drop me a line! That's what I'm here for. 😊
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