Safe Guarding Q

[cassa333]

Hi,

I am trying to write a social media policy and want to put in it something about personal social media sites of staff and volunteers.

How do you put it so that what people say outside work hours on social media (facebook twitter etc) has/can have an impact on the employer? And that disiplinary proceedings mayl be taken if they bring the employer into disrepute or endanger vulnerable users etc?

Thank you

[Mosaic]

Cassa, you seem to have stated exactly what needs saying, and that employees need to understand and agree to.
It's the latter that creates the problems - making comments about work situations or clients online soon gets around and has to be an absolute no-no.
Maybe in the training that supports the policy you can pull in examples to illustrate the point and the consequences.
You also need to know that staff will continue to do this - but if anyone is caught out, they will have to be made an example of mercilessly 'pour encourager les autres.'

[chelle7272]

This is from ours if any help;
i. Employees are reminded that the confidentiality clause contained in their contract of employment extends to the use of the internet and social networking sites. Where employees decide to use these sites, they must not display or knowingly allow to be displayed on the internet any information which could be considered to be confidential.

ii. Employees must ensure that any entries made on social networking sites such as Facebook, YouTube and MySpace or blogs, both personal and business related, are appropriate and do not damage the reputation of the company, its clients / customers / service users / members or any employee of the company.

iii. If you produce, collect or process business related information in the course of your work, the information remains the property of WHLC. This includes access to and information stored on third party websites such as webmail service providers and social networking sites such as Facebook, Twitter and LinkedIn.

[Mosaic]

Chelle, I'd be fascinated to learn how they police point iii.

[chelle7272]

Mosaic, we haven't yet had anyone leave the comapny who has access to company website or facebook so I guess we will find out then

[Peter Pedant]

Chelle certainly has made most of the points

I would be softer - after all you really want your employees on your side. And say it is obvious that the employer wants to maintain his reputation
and so employees should reflect what they are saying on social media sites

but also that if employees have a point of practice or criticism, you wish to hear of it first thro normal channels rather read about it on twitter.

I come from an industry renowned for gagging clauses, shooting the messenger and victimisation which is now all over the media.


DOI [ one of my colleagues was suspended for saying the service was crap and now even the minister agrees it was ]

[cassa333]

Thank you all for your answers.

We don't want to offend employees or voluteers but need them to know what is expected without inrnging their right to a private life (if that makes sence).

We work often with vulnerable people so what they do, even if it isn't work related can have an impact on them.

We have also said they cannot be 'friends' on social media with our users. Is this fare do you think?

[Mosaic]

Totally fair, reasonable and indeed sensible Cassa. Teachers have to accept the same realisation, namely that while they may get on (or not) with certain young people, they are not their friends for very good reasons.

[boxtops]

It's an excellent idea. A while back, one of our employees was severely disciplined for slagging off her employer on FB.