The Need for (Workable) Social-Media Policies

Employers, if you don’t have a social-media policy–get one. 

If you have a social-media policy for your employees but it functions like the one in the Dilbert cartoon, below–throw it away and start over.

Social-media policies have to be functional (and somewhat flexible).  Policies that are draconian or impossible to apply are worse than useless; they are demoralizing to employees.

See also:

Sample Social-Media Policy for Employers

Employee Fired When Her Sex Blog Is Discovered by Her Boss

Judge Shows Why Employers Should Consider Prohibiting Employees From Posting Anonymously Online

State Off-Duty Conduct Laws and Facebook-Friending Policies

Use Twitter, Get Fired

One thought on “The Need for (Workable) Social-Media Policies

  1. During the founding, it was debated whether on-property owners should be given the right to vote. Those opposed argued that without property one must be another’s employee, and an employee’s ability to participate in the republic is limited by the interest of their employer. A free republic depends upon full and robust expression rights. Full and frank debate with limitation is how free people test the merit of ideas. Perhaps this, and not logistics, ought to be the reason employers ought to refrain from monitoring and taking adverse actions on the basis of social network activities. Is it too quaint to expect employers to behave like responsible citizens of a republic? and if they can’t, isn’t this a good reason for state to limit at will employment doctrines or expand expression rights in the private sector?


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