Social Media is Here to Stay: Employers Should Adapt, Employees Should be Aware

Social Media is Here to Stay: Employers Should Adapt, Employees Should be Aware

On Behalf of | Apr 12, 2011 | blog

What is the true impact social media has in the workplace, and is it something
that can be controlled? It’s a hot topic right now in employment law.

Over 850 million people are now on Facebook with another 500 million on
Twitter . . . many of whom may be accessing their accounts while at work
through their smart phones. Social Media is here to stay.

Some employers are banning the use of social media outright during the
workday. While ruling with an iron fist can be effective, don’t forget the
effect that it can have on employee morale. Would it be wise to terminate an
employee for his or her violation of such a policy when he or she is also a
dedicated, productive and efficient employee? Nevertheless, as an employer,
you do not have to abandon your existing rules because of social media. For
example, you have every right to make sure your employees are being
responsible with their usage of social media and insist that rules regarding
confidentiality or those prohibiting discrimination extend to all social media
forums. Employers should, however, adapt their policies and procedures to, at
minimum, account for social media’s undeniable existence.

Employees should also be mindful that their social media presence may be used
against them by employers. While there is no clear-cut set of rules as to what
an employee can say about his or her work environment on social networks such
as Facebook, when posting thoughts about their work, employees should realize
that their messages are impactful and may result in termination if they
unjustly portray their employers, managers or coworkers in a negative light.
Employees should be aware that such actions could be defamatory.

If you believe that your employer has overstepped its bounds by prohibiting
all use of social media or if you are an employer that has questions about
this issue, we encourage you to seek the counsel of Wilson McCoy, P.A.