Rodney Jones V. Accentia

The case I found interesting was about Rodney Jones of Florida. He was employed as an activity director at Accentia Health, a long-term care skilled nursing facility. Jones supervised five assistant activity directors, and his job duties included decorated the building for events, maintained calendars, charts and patients care plans, according court documents, Jones had an MRI on his right shoulder in August of 2014. The MRI revealed that Jones needed surgery, which was scheduled for September 26, 2014. Jones notified Accentia Health of his diagnosis and applied for a leave of absence under the Family Medical Leave Act. This would allow him to take off the necessary time for his surgery and rehabilitation. The request was granted, and his

Jones didn’t use good judgment. He should have taken into consideration that he was on leave for many months for a medical situation and posting vacation updates was truly inconsiderate to the employer and his coworkers. Even though it is possibly that Mr. Jones, did need an additional 30 days for therapy, but the time should have been used for that purpose. This behavior makes Mr. Jones appear deceitful by taking advantage of FMLA for his own personal gain. Especially, since Accentia gave him the chance to explain his position prior to termination, but he declined the opportunity. Mr. Jones is guilty of being irresponsible. Furthermore, Jones behavior was stupid, and he violated the golden rules of social media THINK BEFORE YOU POST. All social media platform provides information regarding using the platforms responsibly, but most users ignore this critical information. Also, many company have Social media policies that employees neglect to review, and this can lead to termination that can be avoided. In closing the case of Bland vs Roberts that was assigned in the weekly reading is proof that the First Amendment must be reevaluated to take into consideration the voice of social media, because it has changed the way that express their