Prohibiting social networking at work

Respect university time and property. Professionals interact with others every day, but after a few months in any job, we tend to see the same few people repeatedly. To protect client confidentiality, social workers should use applicable safeguards, such as encryption, firewalls, and passwords.

For Gen Y, social networking is an integral part of a normal day, and access from work is seen by many as more a right than a privilege. Professional social workers need to keep up to date on the changes to the Code, not only to avoid malpractice, but also to promote the highest standards of ethics in their everyday practice.

Also, social workers need to know the location of the client for a number of reasons: A favorite trick is to find an equally introverted networking buddy and attend each other's various professional events together.

Thus, ethical standards such as informed consent, avoiding conflicts of interest, and maintaining client confidentiality apply whether or not social workers are using technology. Why is it not a good idea to access social media at work. The client may not realize how future employers or others may have access to this information, or how it may be safer to post a comment without identifying information.

Thus, policies inconsistent with the requirements of the settlement may result in unfair labor practice charges. You are entirely responsible for what you post online. Blogs, and micro-blogs such as Twitter Social networks, such as Facebook Professional networks, such as LinkedIn Video sharing, such as You Tube and vlogs video weblogs Audio sharing, such as podcasts Photo sharing, such as Flickr and Photobucket, and Social bookmarking, such as Digg and Redditt Public comment sections on webpages such as those for online news sites User created web pages such as Wikis and Wikipedia, and Any other internet-based Social Media application similar in purpose or function to those applications described above.

Each worker will need to exercise professional judgment.

Employers need to be sure not to be so general as to dampen employee rights to discuss working conditions, which is protected. Many of us know first-hand how quickly time seems to slip away when you get caught up in a social media interaction or in scrolling your news feed.

In an ever changing online world it is more important than ever to establish a work place policy for social media. Always consult legal counsel with specific questions. Prior case law on Internet use policies suggested that employers had a right to implement and enforce blogging and online posting guidelines to the extent that such policies do not infringe upon an employee's constitutional protections of free speech or other protected activity rights.

Lost Productivity— Many employers feel that social media at work contributes to decreased productivity. The wording of the standards under this provision has not changed. A great many employers are finding that walking this line effectively is a struggle.

The purpose of this section is to prevent boundary confusion, inappropriate dual relationships, and harm to clients.

This change clarifies that prohibited forms of sexual harassment may include verbal, written, electronic, or physical contact of a sexual nature.

Some would argue that the ability of an employer to reach out even to private blogs smacks of Big Brother. This Policy applies regardless of where or when certificants post or communicate information online. Employers must weigh the benefits of a carefully crafted social media policy that can protect their interests in the new, constantly connected world, versus the risk that the NLRB may come knocking.

Take advantage of career fairs, mock interview days, and corporate visits to build relationships with recruiters and alumni. Depending on our privacy settings, literally anyone with access to the internet can see our profiles, photos, and posted opinions, and can share them anywhere.

The Board and its General Counsel have analyzed myriad policies and the General Counsel even blessed what he considered to be an acceptable policy.

Before creating online content, consider some of the risks and rewards that are involved. Allowing access increases the risk of an employee infecting a work computer with a virus.

Some jobs dealing with security or secrecy for the kind of job they perform need to ban social media at work place. This should be addressed in policies rather than sticking our heads in the sand. Chances are your company has one, is in the process of drafting one, or is worried about not having one.

Bullying and Harassment — A growing concern for employers is online harassment of fellow employees in the work place. Home Networking Skills Networking Skills Success in any area of business requires open communication channels with others.

Even with these steps in place, the sites may not be truly blocked on the work devices because of the plethora of apps that can be used to access social media accounts without ever opening the social media page itself.

Do not create a link from your blog, website or other social networking site to a company website without identifying yourself as a company employee.

Here is my counter policy and explanation: Employees continue to gripe about their jobs and their bosses on Facebook, as states like California enact legislation prohibiting employers from demanding access to employees' social networking pages.

It can be a way to reach out to clients who are also on social media. So far, the NLRB's memoranda and decisions provide the only real guidance regarding the intersection between social media and Section 7 rights; unfortunately, this guidance is not intuitive for employers, at times seems inconsistent, and can be difficult to interpret.

The views expressed in this article do not necessarily represent the views of any of the organizations to which the author is affiliated, or the views of The New Social Worker magazine or White Hat Communications. One thing to keep in mind is that employees already have access via personal devices.

In the past few years, there has been an explosion in the use of social networking technologies. While these technologies represent tremendous opportunities for employers, they also contain the potential for various legal pitfalls.

Social media has been a remarkable tool over the last several years, enabling friends and family members to connect and stay in touch.

But for all the benefits sites like Facebook can provide. Social media at work: Do not use social media while at work or on company equipment, unless it is work-related and authorized. Do not use your company email to register on blogs, social networks, or other forms of social media.

Feb 19,  · Many employees lost their jobs in recent years after posting negative comments about work on social media sites. A recent decision by the National. Sample Social Media Policy POLICY of this policy to include blogs, wikis, microblogs, message boards, chat rooms, electronic newsletters, online forums, social networking sites, and other sites and services harassing, libelous, or that can create a hostile work environment.

Employees are not to publish, post or release any information. This white paper will examine the legal limitations surrounding employer access to and regulation of social media accounts as well as the risks entailed by employers using information gleaned from such accounts in making hiring or other employment decisions.

Prohibiting social networking at work