In today's news we heard about an employee fired for comments posted about a colleague on Facebook - it's a timely reminder about the increasing use of social media and poses the question: At what point does an employee's personal activities collide with the expectations of behaviour in the workplace?

It is unfortunate that the employer did not follow the correct disciplinary process when it failed to inform the employee of the investigation and allow her to consider and respond to important findings. Still, it is of some consolation that the compensation awarded to the employee was significantly less than what she may have been entitled to, considering her behaviour. Although from the employer's perspective, having to pay any amount of compensation would be annoying.

I think there's two key lessons to take away from this:

1. You should have some basic policies in place that outline your expectations in terms of employee behaviour. Many small employers feel awkward about developing policies or a Code of Conduct and worry that it will detract from their pleasant, informal workplace culture. Of course, it's possible to have both. It's all in the wording and the way they're introduced.

2. You have got to follow the right process when you are taking disciplinary action or terminating an employee. It doesn't matter if you agree with the rules or not, it's a high risk situation when you fast track an investigation or termination. Check out the guide on the Department of Labour website and seek advice if you're unsure.