The purpose of this policy is to help ensure a safe and productive workplace and to protect M.B. Kahn’s reputation with clients, and the business community. This policy also serves as a safeguard to prevent the accidental release of trade secrets or other confidential information. Also this policy is in place to reduce the potential liability from third party lawsuits.
In order to help guide employees M.B. Kahn has come up with a social media policy to prevent damaging employee posts.
For purposes of our policy social media should be understood to be any two-way form of communication that allows employees to interact with the information being transmitted. To include, any site or forum such as but not limited to: Social networking sites,
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Kahn without permission- Employees should not represent the company without explicit permission. If an employee needs to answer questions for the company the employee must request authorization prior to posting the information. However the employer doesn’t prohibit the employees to speak with the government, media, or any other third parties. Employees are expected to act appropriately and be respectful with online posting because, postings may be read by clients, colleagues, and management.
NLRA Concerted Activity- All Concerted activity covered by the NLRA or the particular collective bargaining agreement will NOT be considered a violation of this policy.
Types of Posts that are prohibited by this policy-
• Disclosure of Financial information, employees must keep Financial Disclosure Laws in mind when posting.
• Do not post confidential information, employees should always be mindful of trade secrets and releasing private information.
• Retaliation posting- Taking any negative action such as, cyber-bullying against any employee for any reason is prohibited.
Liability- Employees are reminded that they too can be held legally liable for what is posted online. M.B. Kahn also reserves the right to discipline employees. Possibly terminate depending on internal investigation. Unless at any point state, federal, or county laws are broken at which point M.B. Kahn will notify the proper
In 1980, a precedent was set in a Michigan court case involving a man named Charles Toussaint who was suing his employer, BlueCross Blue Shield, for wrongful termination based on the guidelines set in the employee manual (Alfred and Bertsche 33). The manual stated that employees would only be terminated for just cause, and the court decided that Blue Cross had violated the agreements in the employee manual (34). The court also ruled that even with Blue Cross’s efforts to provide a document that “issued non-binding guidelines” the employee manual was a contract and Toussiant was wrongfully terminated (34). After the precedent set by this case many employers and employees for that matter were reviewing their employee manuals for the type of ambiguous language that could allow them to get sued or sue. Consequently, a slew of wrongful termination lawsuits followed this one, which is why it is now important for employers to draft their manuals with experienced legal staff. Even with the best legal team and the perfect wording there is still no definite assurance that an employer will be completely protected from such lawsuits, but taking these preventive measures helps in the long run.
they would be looking after the individual as their job duties entail. A public statement could
Consequences of Secrecy. If something is done in private to keep away from any negative attention then more than likely it shouldn’t be done. In this case there doesn’t seem to be any secrecy consequences, a statement was made when certain employees were let go for not complying with policies.
Companies have determined what an employee does while at work or away from work on social media can greatly affect the company’s image. For example, the National Football League (NFL) has a code of conduct policy that holds employees of a team and organization accountable for the employee’s comments on social media. An employee, on their own time, is no longer a private entity, acting on their own accord without consequences from their employer. This new approach to managing a company’s image or message dictates how a company monitors and responds to acts, whether they are behavior, speech or actions they find inappropriate.
The use of social media within the fire service is a controversial civil issue in which parties on both sides may feel as though his or her rights have been violated. Many fire and emergency services organizations, nationwide have established policies that prohibit and/or restrict the use of social media by employees, due to the growing problems associated with its use. Social networking is a relatively new issue to the legal system with judicial opinions that vary in wide degree. Social networking has become a tool that can convey a positive or negative image upon a fire department, therefore posting must be performed in good taste as to not convey negative public opinion upon the fire department and its members.
Now with the introduction of the internet it is becoming increasingly difficult to control the publication of personal and private information. Any information that is collected should not be used for any other purpose except for what it was originally accepted.
Brice,Fifer,S & Naron,G(2012)Social Media in the Workplace.The NLRB Speaks:Intellectual Property & Technology law Journal ,24(10),13-17)
Social media has immensely evolved in how many companies and employers do business in recent years. It has helped many companies grow and expand by usage of social media by mass and instant communication and advertising through this technology. Like anything, there is a side effect. The social media "downfall” is the subject of employees bashing their employer's reputation in regards of employee’s communication via social media about their employers. With such controversy, the National Labor Relations Board (NLRB) has had to step in to distinguish what is considered lawful of unlawful termination due to these actions by employees and their employers. The question to ask if such an issue should arise is to determine if it is concerted activity or not. This will help the NLRB determine if proper disciplinary procedures have been taken.
...icies to protect their institution. The University of Surrey, southwest of London, published their “Policy on Use of Social Network Sites” in 2008 through their Human Resources Department. The document clearly defines what behavior is acceptable or unacceptable. Any negative comments or posts by employees who claim their affiliation with the institution “may constitute misconduct… and disciplinary action will be applied” (McNeill, 2012; “Policy on Use of Social Network Sites,” 2008). The University of South Wales, another institution in the UK, has a comparable policy that’s purpose is to “encourage good practice, protect the University and its employees, clarify where and how existing policies and guidelines apply to social media (“Social Media Policy,” 2013). Interestingly enough, the USW’s policy is connected with their ‘Marketing and Student Recruitment’ webpage.
If I had the task of formulating an order such as this, it would consist of two parts which stated detailed regulations regarding personal use and departmental use. Departmental use of social media would be divided into two categories, community awareness and investigation, while personal use would outline prohibit...
Social media is an imperative public relations tool for companies to utilize in their business practices. Social media cannot be regulated so anyone can say what they please about the company, whether it is good, bad or ugly. Social media is developing rapidly and there are new platforms
As college students and adults prepare for the real world, people are constantly faced with how to prepare for interviews and the hiring process with jobs. One factor of that is the gray area that is the idea of social media and networking helping to assist with the hiring process. Technology has become a privacy and employment issue that future employees face. When it comes to employment companies a have no boundaries and employers need to realize that social media should be used only for non-bias practices and not employment decisions based on someone’s Facebook post. Topic: How Privacy and Employment Laws effect Social Media changing the Hiring Process.
Policies affect employee privacy by lowering employees' expectations of privacy in the workplace because he or she cannot expected privacy if an employee conducts the activity in a manner open to other employees. If an employee's reasonable expectations are similar to the privacy of personal mail delivered from the post office, he or she may believe the computer are just as private as the documents that he or she stored in the personal workplace's desk or filing cabinet. This reasoning of employee's reasonable expectations violates the employee's privacy. Yet, the employer stands may be that it has a justifiable interest in the oversight of business related employees communications, and in the cost of the used of the computer system. Only through consideration will these two interests will allow the right determination to be determine.
But, these laws always changing, depending on the work setting or policies set by any specific organizations. Because there are so many different work environments, each claim of privacy has to be evaluated based on the actual conditions of the workplace (Smith & Burg, 2015). This is why policies must be set according to the CEO needs. If the organization does not allow the use of the internet for any personal use, than the employee must follow such guidelines. This eliminates employee privacy right violations, because the policy will informs them of the monitoring during the hiring
Platforms such as Facebook and Twitter allow users to access company information, photos and employees as well as ask questions and express personal experiences with the company. It also allows potential employees to understand the vibe of the organization and gain a deeper and more personal understanding than a website. However, with social media, it is important to not ove...