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According to experts in the field of Labor Law and taking into account what the Federal Labor Law dictates, dismissal after raising a post networking.
There are many cases among celebrities who have lost contracts with different brands for damaging their image.
In recent years we have witnessed how social networks they have begun to shape aspects of our daily lives such as school or work.
And precisely, although it might be tempting to use them as a weapon of justice, the truth is that in many cases this does not end as planned. This is reflected above all if we go back to the most famous, where a tweeta post on Facebook or an Instagram story has cost them to miss out on unique opportunities.
This happens because, being identified as a personal brand, they carry in their image the responsibility of giving a message. Also, when they are associated with a brand and something bad happens, everything negative begins to be associated with that brand, so it has been reason enough for dismissal.
TWe have, for example, the case of Johnny Depp and Amber Heard, where after the scandals surrounding his trial both lost important job opportunities. Similarly, James Gunn, the director of Guardians of the Galaxy was at some point fired by Disney (although he later returned) for some tweet that he had written prior to passing through the saga. In Mexico, he succeeded Chumel Torres, who was fired in the past by HBO after a tweet with racist and class connotations.
However, although these are the most common cases, The truth is that it has happened to many people who are not exactly public figures and their cases have gone viral in the same waydue to how unusual this may seem as we are still learning about the new digital age.
Many of us still wonder if a person can really lose their job justifiably by posting something on their personal networks. And it has happened that some people forget that the power of the internet is so great that it can condition many aspects of their lives, in this case, take away a job.
And it is that although the issue may be under discussion, the truth is that some experts in the field of labor law have considered that this can be done, as Ricardo de Buen Rodríguez declares in a Forbes publication.
According to what is mentioned, the Mexican labor legislation indicates that whenever an employee must be removed from a position, there must be specific causes that are defined in the article 47 of the Federal Labor Law. However, it is recognized that there is no treatment that refers to the use of social networks.
However, it is true that, according to what he points out, the Section II of the article in the LFT could lead to “reasonable doubts” that could lead to dismissal.
These doubts are cleared once some aspects are considered. In other words, a person can publish and share what they want on social networks, making use of their freedom of expression, however, forgetting that the media impact that a comment can generate can harm an organization or a company can be a reason for dismissal, since, in the same way that a famous person is associated with a brand when they have committed some detestable act, the impact is measured based on virality, so if it affects third parties without convincing evidence, it could be reason for dismissal justified.
In the same way, if within the code of ethics of a company there is a section that has been signed by the employer where it dictates that there will be a sanction in this circumstance, it could be sufficient reason to be dismissed.
For this reason, although you can make use of your freedom of expression, not measuring the impact of these could bring you bad consequences, such as a justified dismissal.
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