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Typically HR looks at the totality of the evidence, the context, etc... and will place more weight on her actual words than links, but HR can certainly consider the links as well. The main consideration, however, in situations like these depend more upon the written employment policies and the nature of employment.
If the employee is employed by a public hospital, then the Constitution comes into effect.
That is, they can't terminate the employee merely because of political comments made by that employee. It would have to be "content neutral" for them to take action against this employee.
If it's a private employee, then the presence of any employment policies that govern speech, etc... can be enforced, but generally employees have an "at will" employment relationship with their employers in Massachusetts.
At-will employment means that without a contract, you have no contractual or other right to employment with the company. The company is entitled to fire you for any reason: a good reason, a poor reason, or no reason at all--as long as the company does not fire you for an illegal reason (race, gender, age, religion, etc...).
Again, if there are policies and procedures in place, they would need to be followed, but if there's nothing that says otherwise, most likely HR would consider the totality of the circumstances, placing more weight on the statements that she specifically said, and less weight on the linked pages, although those could be considered as representative of her beliefs.
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