An employee continually shares tweets during the workday that don’t paint our company in the best light. He also uses profanity in his tweets regularly. But he doesn’t indicate where he works in his Twitter bio. And the profanity and perspectives he shares are part of the “personal brand” he portrays online. From an HR perspective, what are my options?
—Uncharted Waters, corporate communications director, financial services
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It's important for employers to keep in mind that agencies and courts will apply the same rules to Facebook harassment as they would to face-to-face harassment.Read More
Organized labor is getting with the times by using social media to communicate with its membership, and a recent NLRB ruling offers more social possibilities.
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Employers perceive social media as a workplace problem that’s not going away, but many are choosing to do nothing about it.Read More
This decision adds to the confusion that already exists around workplace social media policies. As for me, I see little harm in these types of disclaimers.Read More
The lesson here isn’t so much how social media is impacting EEO laws, but instead how employers are adapting their current policies and training to adapt to these new technologies.Read More
If you are going to permit your employees to use their personal social media accounts for business purposes, get it in writing that you have rights to the accounts.Read More