The Importance Of Defining Social Media Guidelines For Employees

The prevalence of social media has brought sweeping changes to the workplace. While many companies attempt to limit employees’ time spent on non-work tasks such as checking Facebook, the importance of a social presence cannot be understated. Many companies now employ social media managers full time, keen to present the company in a good light across a wide range of social platforms.

There’s also a growing need for larger companies to respond in real-time to customer complaints and feedback on sites such as Twitter and Tumblr, and the concentration of large numbers of consumers has made it easier than ever before for both good and bad publicity to quickly take off. While a viral marketing campaign can spread brand awareness to previously unreachable numbers, a single consumer’s public complaint on a site such as Facebook can be seen by, potentially, millions. At the heart of social media is the fact that it breaks down the barriers between companies and clients, and between what’s private and what’s public. How a business handles employee’s behavior during work hours matters. Just earlier this month, Top Lacoste fired a salesman after he posted a photograph of his paycheck to Instagram, a photo-sharing site with an estimated user base of more than 100 million worldwide. The company claimed that this was in violation of the employee confidentiality agreement signed upon hiring.

This is by no means the first such case. “Tip-shaming”, whereby a server in a restaurant posts a photograph of a customer’s bill if they feel the tip was insufficient, has led to several high-profile firings and customer complaints. Companies are becoming wary of employees presenting a negative front, offending customers, or revealing confidential information that could lead to competitor advantages or even lawsuits. With the line between what is and is not acceptable still so hazy, having clear social media guidelines for employees can help to prevent confusion and complications.

Firstly, a business is well within its rights to restrict access to the Internet during work hours if an employee is using company equipment. Whether you wish to limit access to social media sites or simply ban their use for non-business reasons, these catch-all options are effective, though perhaps heavy handed. Some companies specifically allow employees to browse Facebook as long as it doesn’t impact their work, and all posted content continues to meet established company guidelines regarding what’s appropriate. It’s up to a company’s management to decide how lenient or how strict they wish to be.

When it comes to the content employees may share on social media sites, both during and out of work hours, things become a bit more complicated. Confidential information should never be shared, and companies have a legitimate right to protect their interests if an employee is sharing information that could either damage the company’s business, provide competitors with information about the company that would be advantageous, or provide information about fellow employees that is confidential or personal. A confidentiality agreement, signed by staff, should make it clear that information shared about the company on social media cannot contravene privacy rules.

Can you fire staff for publicly criticizing a company? It’s hard to give an across-the-board answer, as individual cases differ, but the National Labor Relations Act, enforced by the National Labor Relations Board, grants certain protections to employees. Recent rulings have reiterated that even when social media is involved, employees have the right to complain, to criticize working conditions, and to take part in collection criticism and discussion of working conditions. Employers may have more grounds to fire workers who complain about individuals, especially if they use offensive language, but the NLRB has repeatedly reinstated fired employees and seems to favor freedom of speech over companies’ desire to remove problematic workers. They have also criticized “overly broad” restrictions of online speech, perhaps indicating that company guidelines must give specific examples of content considered unprofessional, rather than attempt to restrict any and all complaints and criticisms.

As social media continues to evolve, it poses fantastic opportunities and particular challenges for companies. Clear guidelines as to what is acceptable during work hours are increasingly important, while moderation of employees’ comments outside of work remains a somewhat problematic issue.

  This article originally appeared on ChamberofCommerce.com and has been republished with permission.
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Author: Jay Leonard

Jay is a UK-based cryptocurrency expert, specialising in fundamental analysis and medium to long term investments. Jay has a great deal of hands-on experience in analysing financial markets and performing technical analysis. Jay is currently focusing on the institutional adoption of cryptocurrency and what it means for the future of

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