Social media and the employer

There has been a huge upswing in employees' use of networking media such as Facebook, LinkedIn, Twitter, Youtube etc.

Some of these sites present marketing opportunities for businesses, but there can be down sides. The production hours lost can be serious. Additionally, employees' use of the media to make disparaging remarks about their employer creating negative perceptions can cause pain and damage. Once posted on the internet, the comments are then in the public domain. And there is the cost of internet bandwidth consumed.

If Employers fail to put a policy in place forbidding such behaviour (in either the employment agreement or an employee handbook) and bring it to the Employee's attention, there will be weak justification for taking disciplinary action against the employee concerned. Correct procedure may not be enough. We recommend a policy and a sign off as well.

A typical policy would contain at the least set the Company's Overall Policy e.g. The Employer's computers/devices for business use only otherwise written approval required and the Employee must comply with all policies and procedures.

Along with the Company's Position on: Personal use of the Employer's computers, communications or mobile storage devices, email, internet is prohibited, without the Employer's prior written approval, connection of non-work devices to network, statement that usage is monitored, software download policy statement, restrictions on updating computer configurations, unauthorised and/or inappropriate or illegal email /browsing/other communication /risk of introducing viruses etc, passwords privacy policy, unlawful copying, downloading, uploading, or file sharing any licenced or copyright protected software or material etc.

Released by Employers Assistance 2013 Ltd - 14 February 2013