{"id":11548,"date":"2018-04-19T14:00:00","date_gmt":"2018-04-19T14:00:00","guid":{"rendered":"https:\/\/hwsmarketindev.wpengine.com\/2018\/04\/19\/blog-why-you-need-to-care-about-your-employees-off-work-behavior\/"},"modified":"2026-05-30T03:54:46","modified_gmt":"2026-05-30T03:54:46","slug":"blog-why-you-need-to-care-about-your-employees-off-work-behavior","status":"publish","type":"post","link":"https:\/\/www.homeworksolutions.com\/es\/2018\/04\/19\/blog-why-you-need-to-care-about-your-employees-off-work-behavior\/","title":{"rendered":"Why You Need to Care About Your Employees\u2019 Off-Work Behavior"},"content":{"rendered":"

\"off<\/p>\n

When employees are off the clock, how they choose to spend their time is up to them. However, that doesn\u2019t mean an employer is immune to a staffer\u2019s off-work behavior. Your organization (or personal reputation) can be severely harmed by an employee\u2019s actions \u2014 even when he or she isn\u2019t on the job.<\/span><\/p>\n

Now, whether you should take an adverse employment action (such as suspension or termination) against an employee for an outside-of-work incident is a delicate matter. A variety of laws can affect what action you can take, so you should consult an attorney before acting.<\/p>\n

3 Sources of Concern<\/strong><\/p>\n

What your employees are doing when not at work generally can be a matter of legitimate concern and possibly warrant action when:<\/p>\n

    \n
  1. There can be a relationship between that behavior and the employee\u2019s job performance (or the job performance of other employees). In fact, in this type of situation you could put yourself at liability risk if you don\u2019t act, because of the potential negative impact on the rest of your staff and\/or family if the employee is a household one. One clear-cut example is when an employee who drives other employees or customers (or family members) in the normal course of his or her job is convicted of driving while intoxicated.<\/li>\n
  2. The behavior or action can damage your personal\/organization\u2019s reputation. The extent of the damage will likely vary according to the stature of the individual. A newly hired, entry-level employee\u2019s notorious (but not necessarily criminal) after-hours actions would probably cause less reputational harm than those of a high-level executive. If you do decide to discipline or terminate an employee for unbecoming behavior, you\u2019ll need to be able to show the harm caused \u2014 perhaps you\u2019ve lost customers or have had other key employees quit.\n<\/li>\n
  3. The action can hurt your business concretely in some other way. The most common examples here are an employee moonlighting for a competitor or freelancing for members of your organization\u2019s customer base. In general, you\u2019re within your rights to establish and enforce a policy barring employees from working for or as competitors on the side.<\/li>\n<\/ol>\n

    Another common issue in this day and age is employees running blogs or social media accounts criticizing their employers. Freedom of expression laws come into play here, so you\u2019ve got to step carefully.<\/p>\n

    Clear Communication<\/strong><\/p>\n

    No employer can monitor or control their employees\u2019 every waking move \u2014 nor should they. Recognizing your risks in this area is important though. Also important is clearly communicating employment policies regarding behavior outside of work.<\/p>","protected":false},"excerpt":{"rendered":"

    When employees are off the clock, how they choose to spend their time is up to them. However, that doesn\u2019t mean an employer is immune to a staffer\u2019s off-work behavior. Your organization (or personal reputation) can be severely harmed by an employee\u2019s actions \u2014 even when he or she isn\u2019t on the job.<\/p>","protected":false},"author":1,"featured_media":11549,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"content-type":"","site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"default","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"categories":[1],"tags":[24,25],"class_list":["post-11548","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-uncategorized","tag-agency","tag-cpa"],"acf":[],"yoast_head":"\nWhy You Need to Care About Your Employees\u2019 Off-Work Behavior - HomeWork Solutions<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.homeworksolutions.com\/es\/2018\/04\/19\/blog-why-you-need-to-care-about-your-employees-off-work-behavior\/\" \/>\n<meta property=\"og:locale\" content=\"es_MX\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Why You Need to Care About Your Employees\u2019 Off-Work Behavior\" \/>\n<meta property=\"og:description\" content=\"When employees are off the clock, how they choose to spend their time is up to them. 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