Yes, but.. if the employee is using work time and company resources to print recruitment material and disrupting meetings, etc., etc., that’s an actionable offense. I mean, an employer has a lot of leeway around disruptive employee behavior. The employee can probably get a settlement in such cases if they’re willing to fight long enough on the wrongful term suit. For example by showing that the company was generally tolerant of company equipment being used for personal stuff, etc. But behavior is a tougher matter.