Be Social... But Be Cautious

Facebook, Twitter, and Google+ are great ways for employees to socialize and even for employers to promote their business.  While many employers monitor communications and employee behavior on these technologies, policies should be very clear.  More importantly, management should understand how to properly implement these policies.

You should have a policy that is specific and comprehensive is scope.  All policies should be clearly communicated to employees and make sure to train management on the importance of following company policies.  FYI, current privacy laws allow businesses to monitor electronic communication but it is important to stay abreast of changes in such laws and relevant court decisions.

Make sure you are protecting your company's reputation.  Social media can be a great way to promote a business, but don't forget about those negative ninnies out there.  Social media certainly provides  an easy forum for employees or dissatisfied customers to vent their opinions or frustrations.  Still, companies may also impose sanctions on employees for criticizing or disparaging the employer outside of work, including on social media websites. (http://www.infolawgroup.com/2011/01/articles/enforcement/employee-privacy-gains-in-the-united-states/)

There is also the issue of harassment versus free speech.  It is interesting to note that issues of harassment are not protected by free speech.  Harassment is defined as unwelcome verbal or physical conduct based on race, color, religion, sex, national origin, age, disability (mental or physical), sexual orientation, or retaliation.  Whether harassment occurs in person or via any technology, such behavior is not protected by law.

Make sure you have a clearly defined policy that is understood by all and lead by a well trained management team.  Employees should be made aware of their responsibility to follow this, as well as all workplace policies.  Leaders must manage all policies consistently and fairly throughout their workforce. 

This article should not be construed as legal advice.