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Badmouthing Employers’ Obligations and Rights

A relationship between employers and employees can be a complex one because these individuals often have various priorities. While subordinates want to maximize their employment rights and freedoms, executives emphasize the employees’ duties and obligations. This situation results in disputes regarding whether subordinates may publicly criticize employers. Thus, some ethical and legal commitments make employees refrain from badmouthing employers, while the latter should allow reasonable criticism to make their working conditions better, which will attract more professionals in the future.

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Badmouthing, especially on the firm’s own website, is not the best option when it is against employees’ ethical and legal obligations. On the one hand, individuals have a moral duty not to defame their employers. This statement means that employees should make sure that the piece of criticism is reasoned and unbiased prior to expressing it. In other words, it is not right to badmouth employers for personal advantage (Gingeleskie par. 10). On the other hand, it is typical when some organizations have internal regulations that do not allow employees to be involved in such practices. If an individual has signed such a document, they will be legally bound to refrain from badmouthing.

However, it does not mean that organizations should ban any manifestation of criticism. The National Labor Relations Act (NLRA) stipulates that public complaining is allowed if it aims at achieving a group’s mutual benefit (Gingeleskie par. 10). It means that criticizing should be allowed, and employers should use this information for their development. It is possible to address complaints to make the workplace better and more attractive for many professionals.

In conclusion, the issue of badmouthing employers is essential in the modern world. On the one hand, employees should refrain from this practice if they have signed a document that does not allow them to do it or when subjective reasons lead to badmouthing. On the other hand, criticism is possible when such a legal document results in challenging conditions for a group of employees. In this case, individuals are encouraged to express their complaints, and employers can use this information for further development.

Work Cited

Gingeleskie, Lisa. “Can You Prohibit Employees from Bad-Mouthing Your Company on Social Media.” New Jersey Business & Industry Association, 2017, Web.

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