First Alert Medical Response Case Study

As the progress of technological innovation marches on, it brings a new layer of complications to the labor relations process. More than ever, the challenge of balancing employee privacy with employer interests presents immense difficulties, especially with regards to social media. The two cases examined in the following pages form a framework for a cursory investigation of workplace privacy and an employer’s interest and legal rights to restrict the digital activities of their employees. In the first case, First Alert Medical Response (First Alert) ambulance service exercised those rights when they fired Betty Nelson over social media postings (Holley, Jennings, & Wolters, 2012). A recent Idaho Supreme Court decision supports First Alert’s actions. By comparing and contrasting these two cases, the issues of technology and job protection in the contemporary workplace can be prudently considered and a legal case made for reasonable workplace social media policies.
First Alert Medical Response Case Study From a manager’s perspective, the moment that Nelson posted comments on her Facebook page that both criticized her manager and demonstrated prejudice against psychiatric patients, she opened herself up to disciplinary action. After all, First Alert’s Employee Handbook …show more content…
Therefore, this author recommends that they voluntarily settle the union’s charges prior to a formal NLRB hearing and any subsequent legal appeals. Yes, Nelson’s comments demonstrate prejudice against psychiatric patients, represent an indefensible negative attitude towards First Alert clientele, and violate the company’s social media policy, but still, the company acted unfairly when they did not allow Nelson to meet with a union representative during an potentially disciplinary investigation. In that light, the case possesses multiple facets and First Alert risks losing in a NLRB