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Employees should clarify that their personal opinions, particularly those that might be controversial, do not represent the opinions of their company. This is particularly important for employees who regularly post about their company online. Companies typically adopt a broad definition of social media in these policies. In addition to major platforms like Facebook, Instagram or LinkedIn, they might also include blogs, forums or anything else that could be seen by the public. If an employee posts something inflammatory on social media, it could cause a public relations nightmare for the company. Consider having a social media request form that allows employees to suggest new accounts or content.

While some level of monitoring is necessary to protect company interests and ensure professional conduct, it’s important to strike a balance between oversight and respect for privacy. Employers must create clear guidelines that outline the extent and purpose of social media monitoring, ensuring that any actions taken are ethical, legal, and transparent. By outlining these examples in the social media policy, both employers and employees have a clear understanding of what constitutes misconduct and what actions should be taken in response.

Intellectual Property Protection

Regular training sessions will ensure everyone stays up-to-date on current trends and legal developments affecting privacy and integrity on social platforms. For instance, team outings, birthday celebrations and casual team snapshots without sensitive data are great to share. However, things like financial reports, engagement data, client logos, etc., should always stay in your system and should stay in-house. As a rule of thumb, your information on social media shouldn’t benefit your competitor in any way. Or if you anticipate a post being trolled or facing backlash, it’s best not to share it on any social media platform, regardless of the value of the information.

We love the very specific guidelines on emoji use broken down by platform. A good social media style guide also ensures you talk consistently about what your brand offers and how your products work. This builds consumer trust and awareness, so you’re top of mind when it’s time for your audience to make a purchase. The American Institute of Architects (AIA) has developed a policy on staff use of social media that emphasises the importance of trust and transparency. This policy provides guidelines on how staff can engage in online platforms in a manner that reflects the organisation’s values and maintains its professional reputation.

By responding to misconduct quickly and fairly, employers can maintain a positive online environment while protecting their business interests and reinforcing the importance of adhering to company policies. When misconduct occurs on social media, it’s important for employers to have a well-defined process for addressing the issue. Social media misconduct can range from inappropriate posts to serious violations, such as sharing confidential information or engaging in harassment.

Individuals who run the accounts may not express personal opinions or use University branding without authorization or accountability. The purpose of these guidelines is to establish protocols for the use of social media by employees and to outline expectations for its use. Social media includes websites such as Facebook, Twitter, Instagram, or other social media and web 2.0 tools. The District acknowledges that its employees have the right under the First Amendment as private citizens to speak out on matters of public concern. However, the District has the right to regulate the speech of employees in specific circumstances. Accordingly, it is essential that employees conduct themselves in such a way that their personal and/or educational use of social media does not adversely affect their position with the District.

Official Social Media Responsibilities

An overzealous post can unwittingly morph into a goldmine for rivals and hackers. Such gaffes highlight the critical need for an unwavering social media policy in today’s tech landscape. Guidelines on content creation and sharing ensure that all posts align with your brand’s values and goals.

Below, I’ve shared several components that, from my experience, make for great social media policies — but some may not make sense for your team, business, or industry. Pick and choose what you like to fit your culture and business objectives. Also, while no one wants their social media policy to be grounds for disciplinary action, it does give businesses somewhat of a safety net should things go awry.

Contents

In addition, there are sections for contractors or anyone else who is paid to contribute to Intel’s social media activity. The sixth point, social media account ownership, it really important. There have been legal disputes over who owns a social account and the followers of a company account in the past. Showcase the diversity and inclusion in your company culture through your workforce. Encourage the usage of their individual pronouns (she or her, he or him, they or their, etc.), tell them to avoid gender- or race-specific emojis and slang. These rules act as a handbook to train your employees to identify cybersecurity and privacy risks and protect your brand.

Don’t go into too much detail here – you’ll do that in later sections. Since work takes up such a large portion of our waking hours, it’s not surprising that people post about their jobs on social media. But if they do so without guidance, they may put both themselves and their employers at risk. Using this basic framework, you can create a tailored Social Media Policy that is comprehensive yet easy for employees to understand and follow. The term “Administrative Access” shall mean access to Website management tools or a Social Media Account/Profile that allows a person to modify, create, delete, or publish Content. You can’t just email a PDF out into the void and expect everyone to follow it.

Consider creating a survey to gauge how your staff currently uses social media, their understanding of existing guidelines (if any) and any concerns they may have. Hold follow-up meetings to brainstorm, debate and piece together the policy. Remember, this policy affects everyone in the organization, so all voices must be heard. In other words, how employees should conduct themselves on social channels.

We want it to be easy for our followers to find relevant and useful information. Sometimes comments are posted that are off-topic, make unsupported accusations or claims, contain misleading information, promote the buying and selling of goods or services or spam. We reserve the right to remove these comments if they deter from our community’s intent. Create an account to access online training and education on EDUCARE, manage your customer profile, and connect with customer support and service teams. The NASW Code of Ethics provides a variety of standards that social workers should consider when engaging in the use of social media. Library administrators should clearly communicate their social media policies and legal obligations to their vendors.

This step is about setting up a system to keep an eye on social media activity related to your company. It’s crucial to monitor how your brand is represented and ensure everyone follows the established guidelines. Navigating social media can be tricky regarding copyright laws, but this section is here to help. You’ve got to make sure everyone’s playing by the rules—whether it’s about using images legally or making sure you’re following industry-specific regulations.

Create one-pagers or cheat sheets for specific activities, like training or unique campaigns. You see, our organization was trying to figure out its social media policies within the confines of a highly regulated industry. It blocked access to any website with a social component — including YouTube. When employees were asked about using social media on their own time and devices, the company’s initial guidance was they didn’t want them using social media at all.

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