With such a growth in social media this has created challenges for some employers. Staff may need to use social media during the day as part of their job responsibilities as well as using private social media accounts.
Top things to consider:
1. Different employers will have different approaches to the use of social media. It would be worth having some guidelines set out in a Social Media Policy so that employees are aware of what is acceptable and not acceptable and the consequences of any breach.
2. Have you checked that your information is protected and secured?
Employees build up a list of contacts on LinkedIn and other social media sites. It can be difficult to work out who ‘owns’ these contacts so a clause in the Employment Contract making it clear is useful.
3. Monitoring
Make sure you are clear to employees that you will monitor their data from time to time. Having an Internet, Email and Computer policy setting out the guidelines is very helpful. You should have a separate employee consent form.
4. Data Protection
With the General Data Protection Regulations it is good practice to have a separate employee consent regarding the use and processing of personal data of employees. You could add this to the monitoring consent form.
5. Disciplinary Issues
There has been a growing body of case law in this area, where employees have acted in appropriately and affected the reputation of their employers by their use of social media including their private use. By having the right guidelines in place and explaining them to employees then it is easier to be able to deal with a problem if it occurs.
