In our last post, we discussed the importance of implementing a Social Media policy for your employees. Today we’ll provide a few general pointers you should consider when creating your SM policy. Realize that the wording of your specific policy may vary depending upon your industry and business, but there are certain basic fundamentals to keep in mind:
- First and foremost: While common sense may make sense to you, always have legal counsel look over your policy before distributing it to your staff.
- Keep the social media actions in line with existing company policies regarding use of the company’s electronic media (phones and computers), confidentiality of company information, and all laws regarding harassment and discrimination.
- Similar to other corporate policies, other off-limits or inappropriate social networking behaviors would include, profane, vulgar, defamatory, threatening, harassing, hateful, abusive, bullying or embarrassing comments or postings about other employees.
- Employees are expected to be respectful of the company’s products, and services. Though discussion of pay or policies may be protected activities, running down the quality of service or products should be disciplinary issues
- Let employees know that information regarding the company’s clients, business partners, or details of projects and plans are off limits.
- Specifically state that use of protected logos and trademarks is forbidden.
- If an employee identifies themselves as a company employee, or discusses matters related to the company on a social media, require that the site must include a disclaimer on the front page stating that it does not express the view of the company and these are strictly personal opinions and views.
- Finally it should be clearly stated in the policy that they should expect compliance monitoring without prior notice.
The prospect of creating and introducing a social media policy may seem daunting, if not down-right impossible at first, but don’t underestimate its importance. With social media gaining momentum both off-site, and on the job, the time to begin working on a plan is now. Always consult with legal counsel if you need help, but get started today!