{"id":68,"date":"2013-01-10T08:25:00","date_gmt":"2013-01-10T08:25:00","guid":{"rendered":"http:\/\/sjbealehrconsult-co-uk.php5.hostingweb.co.uk\/blog\/?p=68"},"modified":"2013-12-06T21:11:10","modified_gmt":"2013-12-06T20:11:10","slug":"why-you-need-a-social-networking-policy","status":"publish","type":"post","link":"https:\/\/sjbealehrconsult.co.uk\/blog\/why-you-need-a-social-networking-policy\/","title":{"rendered":"Why You Need a Social Networking Policy"},"content":{"rendered":"<div><span>It has just been revealed under the Freedom of Information Act that eleven civil servants at Iain Duncan Smith\u2019s department for work and pensions have been sacked for using Twitter or Facebook with 116 DWP employees who have faced disciplinary action for blogging and social networking offences since 2009 and being issued with a variety of warnings. <\/span><\/div>\n<div><\/div>\n<div><span>The DWP said use of Twitter, Facebook and other social media sites was &#8220;completely restricted&#8221; for most of its workers. The only employees allowed to use the sites are those who have a &#8220;genuine requirement for access&#8221;. <\/span><\/div>\n<div><\/div>\n<div><span>This news shows how important it is for organisations to have a robust social media policy in place as part of the employee handbook.\u00a0 By having a written policy on using social networking, an organisation can help protect itself against liability.\u00a0 A well written policy can give clear guidelines to managers and employees on what is acceptable and help provide definition between private and work lives. An employer should encourage responsible use of social media if access is provided to social networking websites.\u00a0 However employees need to know that their employer will look at all their postings in accordance with data protection monitoring rules and should be aware of these consequences. A clear link to the disciplinary policy is essential with guidance on how it will be applied.\u00a0 <\/span><\/div>\n<div><\/div>\n<div><span>A policy should encourage good practice and include details on network security, acceptable behaviour on the use of internet, emails, hand-held technology, the use of privacy settings and the use of blogging, tweeting and online chat rooms. Issues of confidentiality and a ban on representing the organisation when not permitted to do so should also be covered as well the use of company logo and branding.\u00a0 Guidance on the avoidance of harassing, obscene, defamatory, threatening, or other offensive content in all social networking should also be included. \u00a0\u00a0It is important to point out the requirement not to criticise or damage the organisations reputation in any way. <\/span><\/div>\n<div><\/div>\n<div><span>Social media is here to stay so confident businesses need to set the ground rules on behaviour.\u00a0 If used in a negative way social media can be an enemy but if used in a positive manner, as it was originally designed to do, supported by a robust policy, it can be used to harness \u00a0employee engagement. <\/span><\/div>\n<div><\/div>\n<div><span>By having a social media policy in place it can provide defence at an employment tribunal and mitigate any risk for employer and employee.\u00a0 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