Yesterday, I posted a blog about the risks involved for employers who choose to terminate the employment of an employee by text or e-mail, rather than a personal meeting. The same applies to notification of dismissal by Facebook Messenger, which is a method of communicating digitally via Facebook.
In Jaymi-Lee Morris v Alphaeus Hair Salon  FWC 2642, Commissioner Riordan of the Fair Work Commission said this of the practice.
“I have taken into account that the “conversation” between the Applicant and Respondent took place over a social media platform late at night. I am unaware of the sobriety or capacity of either individual during this recourse (sic). I find that the Respondent did not provide the Applicant with a reason for her termination………….The Applicant was not provided with an opportunity to respond to her termination. As previously stated, this discourse occurred over a social media platform and appears to have escalated from a simple enquiry to an unfortunate conclusion. I have taken this into account…………..The conversation was not a disciplinary meeting but what appears to be a regular chat on facebook which spiralled out of control. I have taken this into account.”