The NLRB views online expressions of dissatisfaction with an employer as potentially protected concerted activity, or the equivalent of a group of employees discussing labor issues.
Until people fully understand that social media is erasing the line between the personal and the professional, these issues will continue to arise.
The employee group most active on social media is comprised of your biggest fans. We call them ProActivists
Always think of Thumper before speaking to the media and consider your top clock-cracking skills.
Before you try to regulate social forums for employee discourse, think about whether you are better served embracing these technologies as a way to view your employees and their concerns.
While employees must think before they click, employers must think longer before they discipline for fire because of that click.
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
If the goal is to make a million bucks in the sharing economy, go old school.
The same poll found that 35 percent of hiring managers who use social media to screen applicants have sent friend requests or otherwise attempted to connect with applicants online.
According to Fortune.com, some companies have begun using this term as a hiring criteria in job postings.