Handbooks and Policies

Pitfalls To Avoid With Employee Advocacy


Pitfalls To Avoid With Employee Advocacy

Employee advocacy” is a hot topic among marketers and PR folks these days. This focus on using employees to spread a company’s message via social media is an exciting and seemingly perfect fit for many companies. Simply, why shouldn’t a company harness the power of a faithful workforce? Unfortunately, there are many legal issues that should be examined before any company turns employees loose on social media.

In my post titled “5 Employment Law Considerations For Employee Advocacy” for Maximize Social Business, I examine some of the legal pitfalls to be avoided regarding employee advocacy. Let me know what further pitfalls your company has faced and/or has already addressed? Does your company embrace employee advocacy?

Employers: Your Biggest Social Media Risks Identified


Employers: Your Biggest Social Media Risks Identified

Has your business identified your social media risks?

According to a recent world-wide survey, one of the biggest risks employers face regarding social media is: not properly training employees about social media policy. Over 37% of employers who responded to the survey proudly declare they have an air-tight social media in the workplace policy, but they fail to train employees about that policy. Making the additional investment of training can greatly reduce employee misuse of social media and can cut down the business’s need to impose discipline on employees.

The other greatest risk to employers focuses on former employees. A paltry 17.5% of businesses have provisions protecting against misuse of social media by former employees. These employers recognize that a person’s use of social media does not cease just because he or she changes jobs.

In my post for Maximize Social Business, I examine more results from this world-wide survey of businesses and offer some best practices for employers to follow.

Another Government Agency Addresses Social Media in the Workplace


Another Government Agency Addresses Social Media in the Workplace

In my latest post for Maximize Social Business, I summarize and analyze the impact of the public meeting and the issues that the EEOC highlighted. Ultimately, it is refreshing to know that most of the issues brought before the EEOC are ones that I have written about (and counseled my clients on) over the past several years. The EEOC’s interest in these issues, however, should serve as a reminder to employers that social media in the workplace will only raise more issues and pose more risks unless employers are proactive and avoid waiting for the EEOC to come knocking on the door.

Sex, Social Media and Other Workplace Issues


Sex, Social Media and Other Workplace Issues

In honor of Valentine’s Day, my latest post for Maximize Social Business focuses on workplace romances. Relationships among co-workers sometimes shift from platonic to romantic. In fact, according to an online survey, a majority of respondents admitted to having some type of workplace romance.

While many of these relationships end in turmoil and wreck havoc in the workplace, employers and employees can take steps to avoid a messy situation. In my post titled Social Media and Workplace Romances I explore some of the obvious and not-so-obvious pitfalls involving romance in the workplace and a few policies and proactive steps employers can take to minimize the harmful impact of relationships gone wrong.

Personal Devices in the Workplace Policy – What Employees and Employers Need To Consider


Personal Devices in the Workplace Policy – What Employees and Employers Need To Consider

New potential for disaster in workplace employment law is BYOD (bring your own device).

The number of individuals owning and using personal mobile devices continues to skyrocket. Employers can no longer simply bury their head in the sand to this phenomenon. Instead they should address this issue head-on by either creating a Bring Your Own Device (“BYOD”) policy, or a policy prohibiting the use of personal devices in the workplace. In doing so, employers need to analyze many legal and security issues regarding their employees bringing and using personal devices in the workplace.

Employees too should consider whether they truly want to use personal devices for work purposes and the loss of privacy and other ramifications for doing so.

In my latest post for Maximize Social Business titled “Workplace BYOD Policy: One Size Does Not Fit All” I analyze many of the pros and cons and other issues regarding the use of personal devices in the workplace. What position has your employer taken on the personal devices in the workplace policy (BYOD) trend? If your employer has not addressed this issue head on, do you use your own device for any work-related purposes (like checking work email)?