Social Media Policy
Social Media is changing the face of the workplace inAmerica. The explosion of Social Media communications including Twitter, Facebook, Linkedin and Blogs has raised new legal challenges for employers. learly, employers need to have a Social Media Policy. Social Media challenges require that HR become even more diligent in developing a Social Media Policy and procedures to avoid liability and protect the employer.
The NLRB has taken a very agressive approach to an organization's social media policies and many of the prohibitions that you may have previously included may now be deemed unlawful by the NLRB. Join us for this informative and insightful audio conference that will prepare you for the obstacles you will face with the new Social Media. You also need an Employee Cell Policy to control the employee's actions at work and on the road while on the clock. Your new Social Media Policy and Employee Cell Policy will help to protect your business and avoid liability for injuries employees may cause while texting on the road for business-related reasons. Protect your business with a strategic Social Media Policy and Employee Cell Policy.
The difference between an employer that is protected from the risks caused by a social media policy and one that is not, can be as simple as having a well-drafted social media policy. Learn the top 10 tips for creating a social media policy including the following:
- Dos and Donts For What Should Be Included in the Policy
- Blogger Beware! The Dangers of Failing to Draft Such a Policy
- Tips For Managing the Risks of Social Media Technology
- Revising Other Policies to Cover Social Media Issues
- Training your Employees on your Social Media Policy
- Tips for Developing an Employee Cell Policy and Texting Policy
- Do's and Don'ts for What Should Be Included in the Employee Cell Policy
- Avoiding Violations of the National Labor Relations Act: What You Need to Know