But the best thing is to have both. Consider whether these are two separate documents, especially when your social media policy is publicly available. It`s not uncommon to see policies on social media going back to the dark ages of 2013 or 2011. (You can recognize this because they use slogans like “Web 2.0” and “microblogs.”) In the event that this has not yet been included in the employment contract, employers must, upon termination of the employment relationship, introduce into the conciliation agreement a clause stipulating that the worker may not make negative comments about his (former) employer on the Internet. This will prevent damage to reputation. The mandatory “alienation” of business relationships is another way to avoid this. Recent events with the dismissal of Australian rugby player Israel Folau by Rugby Australia have raised the question of the extent to which an employer can take disciplinary action against an employee`s social media posts. A social media policy is an essential tool for any organization using social media. Who owns which social accounts? Who takes on what tasks are daily, weekly or as needed? It can be helpful to provide names and email addresses so that employees from other teams know where to turn.
What extra-contractual agreements are still at issue in this regard? The post of hate speech, threats of violence, harassment, or racist nicknames on social media may be contrary to the law or your organization`s code of ethics, or both. Regardless of this, employees need to know that they are held accountable for what they say. The goal of your social media policy is to avoid the need for a social media crisis management plan. There are a lot of risks to social media security out there. In this section, you have the option to provide instructions for identifying and manipulating them. As social media takes on the personal interaction between people every day, this not only affects the way we communicate on a personal level, but it also has dramatic repercussions on corporate culture. Instagramming your first day of work from your new and chic office is a great way to create a positive image of your current employer, but what about the last day you were fired? Probably not the same thing – no happy faces or sweet words about the organization, but endless negative attacks on the manager, the organization and maybe even your ex-colleagues. Perhaps the hypothetical case that is described is an extreme, for many people who are let go, the shock management is so painful that they feel the need to turn to social media as an emotional valve. .