It\u2019s time to face facts.\u00a0 Virtually everyone everywhere is on social media \u2013 or at least it seems that way.<\/p>\n
Whether on the desktop computer or on a tablet, on a smart phone or on a laptop, at work or at home, access to and use of social media is everywhere.\u00a0 According to the Pew Research Center, 73% of all US adults have a social media account.\u00a0\u00a0 Approximately 90% of adults age 18-30 are using social networking sites, 78% of adults age 31-49 are online, and 65% of adults ages 50-65 are using social media.\u00a0 And according to a survey by the staffing agency Intelligent Office, one-third of workers use social media at work for at least an hour a day<\/strong>, and a quarter of respondents said they wouldn\u2019t work for a company that didn\u2019t allow them to use social media while they are on the job.<\/p>\n The implications of this are significant.\u00a0 Employers have been held vicariously liable for harassing or discriminatory behavior by employees using online platforms.\u00a0 They have had to address employees sharing important proprietary information online.\u00a0 And they\u2019ve had to address situations where employees have made derogatory, offensive remarks about important clients online.<\/p>\n Sometimes it feels like a free-for-all.\u00a0 But it doesn\u2019t have to.\u00a0 We recommend you consider implementing a social media policy to help your employees know what they can and cannot say online.<\/p>\n Your social media policy has to balance your need to manage your employee\u2019s social media use with their legally protected speech.\u00a0 Accordingly, you must affirm that the policy is not intended to interfere with your employees\u2019 rights under the National Labor Relations Act (NLRA) to \u201cengage in concerted activities\u201d to discuss the terms and conditions of their work and workplace.\u00a0 In particular, it needs to recognize that employees have the right to carry on conversations online and on social media sites regarding employment, wage and working conditions, and that your policy is not designed to interfere with this protected speech.\u00a0 Here is what it should cover:<\/p>\n In addition, take the time to go over the policy with your employees.\u00a0 Make sure they know what is expected of them, as employees may not know what\u2019s okay and what is not okay to do online, or what is private and what is business-related.\u00a0 The more you educate, the more likely you will be to avoid problems.<\/p>\n And, as with many policies, we recommend that you tailor it specifically to your own workforce \u2013 rather than simply copying another company\u2019s.\u00a0 For example, if employees are handling confidential material such as medical claim forms or credit card data, ensure your policy addresses that content specifically.\u00a0 If your employees regularly engage in online activities for work, such as managing your company\u2019s online presence and reputation, address what is and is not acceptable.<\/p>\n Finally, this is a dynamic area of law and employment policy. \u00a0Standards and practices \u2013 as well as government agencies and the courts \u2013are having a tough time keeping up with the ever-changing face of online activity.\u00a0 So, once you have a final policy in hand, be sure to have it reviewed periodically, and always seek expert advice before taking action against an employee on matters related to online behavior.\u00a0 \u00a0As with all policies and practices, be legal, be fair, and be consistent.<\/p>\n It\u2019s time to face facts.\u00a0 Virtually everyone everywhere is on social media \u2013 or at least it seems that way. Whether on the desktop computer or on a tablet, on a smart phone or on a laptop, at work or at home, access to and use of social media is everywhere.\u00a0 According to the Pew […]<\/p>\n","protected":false},"author":3,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"om_disable_all_campaigns":false,"_monsterinsights_skip_tracking":false,"_monsterinsights_sitenote_active":false,"_monsterinsights_sitenote_note":"","_monsterinsights_sitenote_category":0,"_uf_show_specific_survey":0,"_uf_disable_surveys":false,"footnotes":""},"categories":[1],"tags":[],"class_list":["post-7329","post","type-post","status-publish","format-standard","hentry","category-uncategorized"],"aioseo_notices":[],"yoast_head":"\n\n