From the category archives:

Compliance and Policy

Why Social Privacy Needs to be a Social Priority [Infographic]

February 21, 2012

Original source: The Sad State of Social Media Privacy [Infographic], MDG Advertising

The relationship between social media and privacy has long been a controversial one, but with recent privacy breaches, ever-changing privacy settings and an overall increase in the things we share in social media, there is now renewed attention to the troublesome topic. To shed some light on where consumers stand on social media privacy issues, MDG Advertising created an enlightening infographic that shows consumers’ levels of trust, feelings of control, and attitudes toward online privacy and protection. It also offers insight on what consumers ultimately want in terms of social media and privacy. With consumers becoming more and more concerned about protecting their privacy in the social media era, social networks must make privacy a priority in order to keep consumers as fans and followers.

The Sad State of Social Media Privacy

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Online Privacy and Why Pinterest Should "Binterested"

January 31, 2012

For once in my life I’m skeptical. And for you die-hard Pinterest fans, I hope you’ll bear with me as I explain my current disinterest in Pinterest.

I can’t get my sister-in-law to interact with me on Facebook. But she freaking LOVES Pinterest. And has been trying to get me to use it for a couple of months. And given the recent chatter on Social Media Today, I finally broke down this past Saturday and joined using my Facebook account to establish my Pinterest profile.

Over the course of the weekend, I noticed that I was receiving e-mails that “so and so” was now following me on Pinterest. At first I thought, WOW, I’m super popular. But then reality set in and I decided to see what was up. A quick call to my sister-in-law let me know that she received an e-mail that I was now following her on Pinterest and so she followed me back. My reaction? Wow, I never asked to follow you. In fact, I didn’t ask to follow anybody.

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Top Ten Implications of 2011 NLRB Activity on Social Media Use and Employee Rights

November 21, 2011

Source: Association of Corporate Counsel, Mary E. Windham, Labor & Employment attorney, Womble Carlyle Sandridge & Rice

Though the National Labor Relations Act has been around since the 1930s, its recent application to a relatively new sphere of activity, the virtual world of social media, has created a host of uncertainties.  Are employees’ posts about their workplaces and colleagues on Facebook, Twitter, and other social media protected speech, or the stuff that may rightfully subject employees to discipline for violation of company policy prohibiting disparagement, discrimination, or defamation?  Though the National Labor Relations Board (“NLRB”) has yet to issue a decision on social media policy, over the last nine months it has aggressively publicized complaints and settlements in connection with cases involving employer rules concerning social media use and employee discipline.  Employers – both unionized and non-unionized – should review their social media policies and enforcement practices.  In the midst of ongoing controversies and the continuing explosion of online social networks, employers should consider the following:

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Elements of an Effective Social Media Policy

April 4, 2011

I recently came across this article and thought I would repost it here. It provides unbelievable depth and expert advice on how to structure an effective social media policy, making it an excellent resource for individuals creating a social media policy within your own organization.

http://socialfresh.com/wp-content/uploads/2010/06/policy-signs.jpgYou Need a Social Networking Policy Now
by Steve Bruce via HR Daily Advisor

Creating a policy about blogging and social networking offers a chance to minimize the risks for employers, says attorney Thomas Deer. It makes employees aware of their employers’ position on the use of social media, and it provides a reference point if it is necessary to take adverse action against someone for their online activity.

Deer’s tips on social networking came at BLR’s National Employment Law Update held last week in Las Vegas. Deer is a shareholder in the Chicago office of law firm Ogletree, Deakins, Nash, Smoak & Stewart PC.

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Managing the HR and Compliance Issues of Social Networking

March 31, 2011

I’m researching for my upcoming presentation at the Conference Board’s “Social Media and HR” conference, and I came across this great post. I thought I would share it here. If you plan on attending the Social Media and HR conference, please let me know! I’d love to connect in person.

Managing the HR and compliance issues of social networking
Ted Ritter, Nemertes Research — 15 February 2010

Enterprise social networking tools heighten business collaboration, but they also introduce new risks and challenges. In the absence of an aggressive, risk-based approach to HR and compliance regulations, business social networking tools – whether private or public – could put your enterprise in jeopardy.

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Workplace Guidelines ISO Legal Direction

February 15, 2011

It could almost read like a personals ad: mature, rules-oriented, ethical and upright professional seeks partner who is strong, law-abiding and willing to offer support in times of hard labor.

Many companies  are still struggling to find the perfect match between workplace guidelines and legal precedence — and how far social media policies can extend outside of the traditional four walls. What was seen as the opportunity to create legal precedence — or at the very least clarity — regarding this, was the highly watched case of Souza vs AMR.

Back in 2009, Dawnmarie Souza, an emergency medical technician with ambulance service company American Medical Response of Connecticut, was fired  after criticizing her supervisor on Facebook. Her case was scheduled to be heard before a federal labor board judge in Hartford, Connecticut, on Feb. 8. But what many companies were hoping would be a way to establish legal precedence on workplace behavior and social media has now been settled out of court, leaving still many unanswered questions as to what is and what’s not enforceable when it comes to social media participation.

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Six Terrific Examples of Social Media Policies for Employees

July 31, 2010

Original Post: 6 terrific examples of social media policies for employees, By Dallas Lawrence

Smart companies stress education, transparency, legal liability, and company goals and values

In 2009, 8 percent of American companies reported that their online reputation had been damaged by employees’ social media activity. Needless to say, employers are quickly realizing the importance of harnessing their employees’ social media use. In response, 29 percent of American companies have developed formal social media policies for their employees.

Policies vary in length and specifics, but the most important result is that your employees understand the power and consequences of social media participation. When employees are properly trained and provided with engagement guidelines, companies avoid online controversy and leverage employees as genuine brand ambassadors in the online space.

To help your business establish a policy of its own, we’ve outlines six great examples of employee social media policies.

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Social Media In, Common Sense Out

May 18, 2010

Whether it be Facebook’s lack of support for privacy, Google’s invasion of our privacy, or our individual inability to realize we no longer have any privacy… Privacy is a huge topic right now. I argue, though, that it’s not just privacy that is failing us. It’s also our inability to apply good ole common sense.

The latest story regarding an employee who got fired for her Facebook update and the ensuing outrage from her supporters really got me to thinking…If I were sitting at a table telling my friends how much I hated my job and criticized the people with whom I work, and my boss was sitting at the next table overhearing the entire conversation… would I get fired? Probably not. But at the very least

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Location-based Social Media Has Legal Implications for Employers & Employees

April 16, 2010

Original Post: Employment Law Implications of Location Based Social Media, by Mark J. Chumley

So you just got comfortable with your blog, LinkedIn, and Twitter.  What about location based social media?  Part game and part micro blog, these websites allow you to check in throughout your day with your location and related comments while earning various online honors and prizes.  Thus far, it seems that the two market leaders are Foursquare and Gowalla and they are fighting for market dominance.  According to FastCompany.com:

The companies both launched eight months earlier at the South by South West interactive festival. Their products pioneered the then-uncharted territory of location-based social networking. On Foursquare, a user “checks in” to locations (as pinpointed via satellite) to invite along friends, leaves tips glued to GPS coordinates (like ordering advice at restaurants), and competes for digital rewards in the form of badges, or titles like “mayor” (for the user who checks in the most at a venue).  Similarly, Gowalla asks users to check in places in order to collect digital goodies, akin to virtual geocaching.

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