Blogging on your own time can provide a legitimate basis for being fired if you're attacking your employer or fellow employees, even if you do so anonymously without identifying by name any of the individuals involved - so says the recent decision in Alberta v. Alberta Union of Provincial Employees (R. Grievance), [2008] A.G.A.A. No. 20 (the full text can be found here - [pdf]). Mary Gleason wrote a concise and comprehensive summary of the decision and its importance over here in the The Lawyers Weekly. In order to be actionable, the posting needs to rise to the level of "irreparably harm[ing] the employment relationship" - the 75-page (!) decision provides, in sometimes excruciating detail, precisely what that might entail. While that decision is specifically within the context of employment relations, this item I wrote for the OBA's Entertainment, Media and Communications Newsletter, now almost a few years old, contains some thoughts which might also be pertinent for employers thinking about allowing their employees to blog.