Whether they’re shooting off their own “tweets” or following others, workers using Twitter—the fastest-growing social networking site—are creating liability and PR risks with their 140-character rants, raves and company gossip.
On Dec. 17, learn about the new risks created by the Information Age – and the best strategies to avoid them – in an informative webinar presented by Business Management Daily:
Employees Online: Social Media at Work
Example 1: A PR exec landed in Memphis and promptly posted on his Twitter account, “I would die if I had to live here.” The problem: Memphis is home to FedEx, one of the PR firm’s largest clients. FedEx reps were not amused.
Example 2: A 22-year-old applicant who was offered a job with Cisco sent a “tweet” saying, “Now I have to weigh the utility of a fatty paycheck against the daily commute to San Jose and hating the work.” Needless to say, the woman Twittered her way out of the job.
This trend isn’t confined to Twitter, Facebook or other social networking tools. The now-infamous YouTube video of a Domino’s worker shoving pizza cheese up his nostrils shows how your employees’ “youthful indiscretions” can be broadcast worldwide within seconds.
Advice: Draft a brief policy on your organization’s expectations for employees' use of Twitter and other social networking sites (plus video). It could serve as a complement to your e-mail or e-communication policies.
Employees Online: Social Media at Work will tell you step-by-step how to craft a social media policy for your workplace. Speaker John Coleman, Esq., will also address all your questions in a comprehensive Q&A session. Imagine what it would cost you to ask a lawyer these questions in his office! Register for the webiner now...
As the Society for Human Resource Management (SHRM) points out, “If your company ignores the impact of Twitter, the company’s silence might cause confusion.”
Here are some suggestions from SHRM for your Twitter policy:
- The personal use of Twitter or other social networking sites must not interfere with work time.
- Employees must get supervisor approval to use the company’s electronic resources to send “tweets” or other public messages.
- Any use of the organization’s name, trademarks, logos or other intellectual property must be approved.
- If employees make personal comments about any aspect of the organization’s business, their profiles must carry a disclaimer that the views expressed are their own and not necessarily that of the organization.
- Tweets, blogs or other messages should not disclose any confidential or proprietary company information.
Remind employees that they can be disciplined or terminated for making online disparaging remarks about the company—even if they’re made on their own time from their own computers.
This unique interactive event will provide you with definitive, practical answers to the challenges you’re dealing with, including:
And because this is a webinar, there is no limit to the number of attendees you can invite to sit in, including your HR team … top management … in-house AND outside counsel … and employees throughout the organization.
- The 5 reasons why you MUST put limits on employees’ blogs, Tweets and other social-media posts
- When are employees' online postings considered free speech … and when are they libel? (A 5-question test will let you know)
- Developing a workplace social media policy
- How the National Labor Relations Act applies in the virtual world
- Can you fire workers if they post embarrassing (but true) details about your company?
- Internal AND external legal risks of social media
- The 6 steps to safeguarding your organization against today’s online legal threats
Register now for this need-to-know event!
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- 10 Secrets to an Effective Performance Review
- 14 Tips on Business Etiquette
- Janitors sue over union rights
- Ensure workers understand waivers before signing
- During the hiring process, when is it OK to ask about disabilities?
- OK to base discipline on severity of violation