Social Networking - Risks & Rewards

More than half of employees use social networking sites at work. A report by Acas discusses the challenges and opportunities that social media present for employers.

 

There are obvious risks for employers if employees refer to their work on social networking sites such as Twitter and Facebook. A Waterstones employee wrote an allegedly humourous blog in the course of which he complained about his shifts and referred to his manager as an "evil boss". The employee was dismissed following a disciplinary hearing but succesfully challenged the case on appeal.

 

So what should employers do to protect themselves? The first answer is to "have a policy" on use of the internet and social media. Employees need to clarify what kind of behaviour is and is not acceptable.

 

The main message is that online conduct should not differ from offline conduct, employees need to bear in mind that everything they say on the internet could at some stage be made public.

How farshould employers monitor employees' use of social networking? legitimate concerns about security have to be balanced against employees' right to privacy. Neither BT nor HM revenue and Customs (HMRC), whose policies and practice are profiled in the report, monitor their employees through social networking sites. The report recommends that policies on internet and social media use be drawn up in consultation with staff.

 

Concerns are also expressed about cyber bullying. This can include for example sending offensive emails, posting blogs on social networking sites and sharing someone's private data online. Acas advice is for employers to have strong anti - bullying policies in place and to ensure these are updated in the light of new kinds of technology.

 

Employers who check job applicants' social network before hiring should note the scope this brings for discrimination claims, the onus is on employers to act responsibly.