Employee social media use – on and off company time – can create havoc for unwary employers. What to do about it? A good first step: watch these two videos on social media policies and procedures in the workplace.
The first features labor attorney Eric Kinder (Spilman Thomas & Battle), who looks at some of the key social media challenges for employers and HR managers, including:
- Textual harassment
- Employee endorsements
- Confidentiality
- NLRB review of employer policies
The second, from Adam Forman and David King (Miller Canfield), is aimed at the 60% of employers who have yet to put a social media policy in place. Their suggestions:
- Adopt, disseminate and uniformly enforce a workplace policy
- Focus on training, a key element of an effective program
- Determine what you want your company’s social media culture to be
- Eliminate employee expectations of privacy for personal social media activity on company computers
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Links:
- How Employers Should Address the Growing Use of Social Media [Video] – Spilman Thomas & Battle, PLLC
- Social Media Workplace Policies [Video] – Miller Canfield
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Further reading:
- NLRB Invalidates Another Workplace Social Media Policy – Martha J. Zackin (Mintz Levin)
- NLRB Advice on Acceptable Social Media Policies – Cullen and Dykman LLP
- NLRB Approves Employer’s Social Media Policy – Beth P. Zoller (XpertHR)
- NLRB Tackles Social Media Policies and a Firing Related to a Facebook Posting – Carlton Fields
- Say What? NLRB Provides Guidance For Social Media Policies – Pillsbury Social Media
- NLRB Decisions Continue to Proscribe Social Media and Other Policies If They Could Arguably Be Construed to Limit Protected Concerted Activity – Duane Morris LLP
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