Legal implications hr and social media,freelance workers reshape business,social media for small businesses - Videos Download

17.11.2014
This article will explain how social media policies differ from other policies and give you 10 tips to help create an effective social media policy.
A team approach ensures that key areas of risk are managed properly and that any future challenges that may arise are handled appropriately. Don’t worry, not every member of this team needs to be aware of the intimate details of your social media activities.
As you write your policies, include processes that reinforce a culture of evaluation and learning. In your policies, you can acknowledge the social media cultural values of transparency, consistency, connection, creativity and promptness.
If the concept of social media culture is new to you, check out the 26 Promising Social Media Stats for Small Businesses. Separate written guidelines can be created to record the nitty-gritty specifics of a certain social media site.
It’s likely that you already have many internal policies in place that apply to social media activities.
You can reference these policies in your social media policies, taking special note of any differences in application that may be necessary with social media. A social media policy might take this into consideration by requiring staff to use software to strip the photos of geotagging information before the photos may be posted. Most legal regulations (including HIPAA, FERPA, fair employment, etc.) are in effect online as well as offline. It is considered a best practice to have two social media policies: one for employees using social media for their job and one for employees using social media in their personal lives. The second policy, focusing on employees using social media in their personal lives, should give employees information about what they can and cannot say about your company on their personal site. Some organizations – including military organizations and health care – will want to be very specific about what employees are not allowed to share online.
For example, trade secrets, client information and even employee whereabouts might be kept strictly confidential. Two words of caution: 1) It is dangerous to require employees to use their own personal social media accounts to connect with your company online. As I read the court cases that come out about social media, it seems to me that many of the cases arise out of ignorance, not malice, on the part of the employee.
Provide job-related training to staff engaged in social media on the organization’s behalf. Social media policies are not the most exciting part of social media; however, if they are developed well, they can support, empower and engage staff as they in turn engage your clients.
The whole idea of social media is to humanize the business – too many rules make that impossible.
I’ve seen too many times that people claim their organizations locations on the newest platform, and post information that could get the organization in trouble. Everyday I learn so many new things from social media examiner and all those that write and contribute back.
Our HR Forums are a joint initiative for HR professionals and managers to get updates on critical employment law issues as well as share experiences with their peers. This is intended to be an interactive session, and you are welcome to ask questions and share your experiences with fellow HR professionals in a safe and confidential environment. Social media policies and legal implications are in a state of flux as the law struggles to keep with the developments in this fast growing area. The network’s membership terms state that individuals own any LinkedIn account registered in their name and should not let any third party user have access to that account or their password. Many employers believe that connections made by employees and added to LinkedIn accounts during the course of their employment belong to the business and increasingly draft their social media policies on this basis. Again, this has not been tested in the courts yet and until there is clear guidance on what the procedure should be, employers should identify practical ways to deal with the risks. Companies may find more success with the Copyright and Rights in Databases Regulations 1997. Employers need to bear in mind that the legal protection available at the moment when dealing with a former employee’s misuse of LinkedIn is not entirely adequate. They should put in place a social media policy which makes clear that any connections made by the employee during employment belong to the employer.
Employers should also encourage employees to use corporate LinkedIn accounts, rather than personal accounts, as then they can insist these remain the property of the employer and must be handed over when the employee leaves the business. Social media and HR might not seem like the most natural of bedfellows but hear me out … HR might be the most important function leading to transformational change.


I had a fascinating visit with Sprinklr CEO Ragy Thomas recently and the synaptic sparks were flying as we compared notes on how social media is progressing at some of the biggest companies on the planet. A lot has been written about the need for CMOs and CIOs to work more closely together and certainly that is true. That’s why social media success might not be determined through a successful IT implementation or marketing strategy.
Traditionally HR and Marketing only interact when there is a position to be filled or an employee grievance to be addressed.
Initiatives and compensation based on long-term customer development instead of quarterly sales goals. As we look forward to the promise of the “social organization,” “social selling,” and real-time engagement at every omnichannel touchpoint, maybe our first step needs to be a visit to the HR Department instead of the CMO. This post was written as part of the Dell Insight Partners program, which provides news and analysis about the evolving world of tech. But succeeding in social media marketing and social influence marketing requires an organization and budgetary process geared toward the long-term. I believe the main reason agencies seems to be flailing around is not for a lack of wisdom or ability, it is a matter of organizational design, company culture, and internal accounting processes. Meanwhile, I was able to show them how competitors were building a vital, useful social media presence integrated with both TV advertising and digital ads. I’ve worked with a number of large and small companies to help them develop a culture of content creation and there seems to be a few common themes that enable success. When native American Indians killed a buffalo for food they wasted nothing, using every part of the animal to make clothes, shelter, and weapons. Try to extract as much value from the content you have by tailoring it to the social web and igniting it across multiple channels. One company I work with started with five passionate volunteer bloggers and it grew to more than 200 in two years — organically!
Build the opportunity for quick wins into your content marketing plan and promote with your internal leaders.
One of the most important things a company can do is to create a Social Media Lead Team to help drive the change you need that will support your efforts. 1) Every week, send one short article to your leaders to educate them on social media marketing benefits, case studies, and examples of what the competition might be up to.
After that, you can populate the team with representatives of the key functional areas who will be working on the social media strategy and tactics. In my experience, there are five obstacles to social media success across every company I have worked with: Company culture, measurement, resources, IT, and Legal. 1) Measurement — Review the dashboard to report on successes, opportunities and competitive efforts. For the first year, I would suggest having a two-hour meeting once per month and then backing off to one hour every other month in year two. Poorly written social media policies restrict, deter and deaden social media engagement–the exact opposite of what businesses want. It must be unique to your organization and ideally should include input from many different people with a variety of skill sets.
With these values in mind, build processes that emphasize training, support and evaluation.
Each situation is different, but the bottom line is this: be very careful about telling employees what they can and cannot do on their own personal social media sites. If your policies are narrowly focused on a specific social media site, they will be out of date pretty quickly. This includes policies about privacy, photo consents, Internet usage, cell phone usage and many others.
Thanks to geotagging, photos taken by cell phones almost universally contain digital coding which betrays your exact location on the date and time of the photo. Use the social media policies to remind employees that these regulations must be adhered to. Ongoing, regular training helps keep your organization current and gives staff an opportunity to network with others in the field. This education might include how to protect ourselves from cyber-crime and how to establish and protect our online reputation. That’s their social media policy for their 2,000+ employees, and it has enabled them to be where they are today thanks to their involvement with Twitter when it was just getting off the ground. For companies yet to dive into social media, it’s the first thing they should consider before launching anything.


I’m actually addressing a non-profit board this month on this very issue, and you article will be very helpful in putting that presentation together. I recommend internal social media policies for my clients all the time, and they never have any idea where to start. Then when issues arise, I bring up the fact that they need an all encompassing DIGITAL policy that explains the dos and don’ts of their online behavior as it relates to the brand. But with the benefits such as connecting with clients and colleagues and engaging on social media platforms come the inevitable risks to the employers. With around 11 million UK users, it is the world’s largest professional network and can be greatly beneficial when promoting a business. This legislation may enable them to argue that LinkedIn connections made by employees during their employment make up a database and, as the owner of the database, the employer’s rights would be breached if the data was used by the employee without authorisation. They should ensure that connections are recorded internally on a separate database and deleted from any accounts when an employee leaves, and should draft restrictive covenants to cover the circumstances referred to above. We see many big investments in resources and technology but struggles nearly across the board with implementation, execution, and adoption. Perhaps in the future we will see a closer and more seamless connection between these departments. The Ad Agency pitches a concept for the campaign and if they win, they plan, create and execute.
When a customer approves a budget for social, it typically has the same quarterly budget and performance requirements, which may not be realistic, contributing to a cycle of unfulfilled expectations. Because that is what they had always spent, so it was easy to create that budget and get it approved.
I tried to convince them to take a percentage of their traditional ad budget and build a social media presence. Likewise, we should inventory all of our company content assets and leverage them to the max so that these existing investments are not wasted.
Showing off the fun and success of your content team will get others interested in participating. Each social media network and each relationship is unique and the social media environment changes daily.
Until that interpretation process is mature – and this will take years – organizations operate without definitive guidance. The process of drafting guidelines also helps staff to better understand and explain what they are doing and how. For companies already active in social media without any policy, they should consider themselves fortunate they haven’t run into trouble. It is usually companies that engage in social media for the sake of doing so, but don’t take it very seriously that make this fatal mistake. Now-a-days social media is playing very important role in improving communication between different people so that it would be more helpful to the business. Although this doesn’t necessarily prevent a former employee from misusing the information, it does ensure that once the employee has left, the employer has access to the connections and isn’t left in the dark. Dell sponsored this article, but the opinions are my own and don’t necessarily represent Dell’s positions or strategies.
It is more of a long-term play to reach new and existing audiences where and when they need you.
One company maintains a leader board of bloggers who reach certain milestones and then rewards the top contributors with special events and company merchandise. In my experience, even a two-hour social media workshop can have a powerful impact on the tone of the organization.
2) Before you write the policy, reread tip #3 and the memo from the National Labor Relations Review Board.
My clients turn to their HR companies for guidance, and they are absolutely clueless as well. In this article, the way that you have suggested the different tips for creating social media policy for our business is really awesome. It will stretch your mind, connect you to fascinating people, and provide some fun along the way. The most important thing that I feel my clients need to know is that they need to protect themselves, especially if they have commissioned sales people on their teams and things like that.



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