Does your business use social media? The chances are it does or intends to. But have you stopped to consider the dangers?
The benefits of social media are well publicised. Many employers have instructed their employees to use it, to sign up to LinkedIn and tweet about their activities, both in and out of work. Social media is often seen as more relaxed than traditional forms of communication such as articles in the local paper or mailshots, with individuals able to express their views. In all likelihood, it’s only a few words in a Twitter post or blog, or a short clip on You Tube, all intended to raise awareness of your business.
But who is responsible for deciding and uploading the content? Does your business have one person authorised to publish content, or do employees have their own accounts and what do they say about their work? What is appropriate to publish and how do you control it? What happens if an employee posts something, which you consider brings the business’ reputation into question? If the business’ reputation is diminished through inappropriate online comments, what can the employer do?
Social media has the potential to land your business in hot water because employees could potentially post whatever they like, without your knowledge and approval.
Take a few examples.
It is vital that businesses set the parameters when it comes to social media and that online misconduct is treated appropriately as with any other misconduct. The employer still has to follow a fair process in any disciplinary matter, whether that results in dismissal or not. Just because an inappropriate comment has been made, the conclusion is not necessarily that an employee should be dismissed.
It is important for employers to remember that whilst misconduct is a potentially fair reason to dismiss an employee, the damage may already have been done, so disciplining somebody after the event might not solve the problem. A clear policy on the business’ expectations is a must to try and prevent the problem arising. However, it is equally important that employees are aware what it means. The most beautifully crafted policy in the world is no use unless it is understood and applied!
So what should a social media policy contain?
A social media policy cannot stop inappropriate comments from being published. However, it sets down the expectations of the employer and provides a framework for dealing with any incidences which might arise, allowing the employer to nip any issues in the bud.
So what should you do? Here are my top five tips:
About the author
Sarah Sherratt is a Solicitor with Pardoes Solicitors in Taunton.
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