YOUR Social Media Policy

Marie Walsh from Berwins Solicitors did a great presentation at the “LinkedIn for Recruitment” Seminar last week: Recruitment, Social Media and Employment Law.  She covered not only the new Equality Act and how this will effect employers, but also the practicle side of implementing a social media policy and ideas to update employment contracts.

I thought it may be useful to summarise her 10 main considerations for employers to think about when revising or writing their Social Media Policies.

1. A clear company philosophy
2. What websites do you wish to restrict, ban or provide guidance upon use?
3. When can they be used?  Time management / productivity
4. Can an Employee disclose connection with the company on sites such as Facebook?  List which sites
5. Link up Employees – Customize profiles linked to the company?  Business image and reputation
6. Authority of Employees?
7. Can clients, customers be named?
8. Defamatory Statements?
9. Who owns the contacts?  eg:  LinkedIn?  Contractual obligations to compliment the policy.  Restraints of Trade, confidentiality and assignment of IP
10. Training? Disciplinary Procedures?