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Social Media Sites:
A Robust Social Media Policy is a Necessity

At the end of 2012, we posted a blog about employee’s usage of social media sites and how important it was to have HR policies in place that help ensure that inappropriate information about your company and its employees didn’t end up splashed all over the internet.

Due to the high interest in this subject and the recent incident at HMV, we thought it would be worth a second post on this subject and offer you a complimentary Social Media Policy.

As you’ll no doubt be aware, HMV went into administration recently and many staff were put at risk of redundancy.  One particularly disgruntled employee took over the HMV corporate Twitter account and posted live updates as the news was announced to the staff.  Not exactly the publicity that HMV needed!

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Social Media Policy

There are a few lessons that can be learnt from this incident:

  1. Limit the number of individuals who are able to access company social media accounts.
  2. Change the passwords regularly and definitely before breaking any sort of bad news to an individual who The use of social media to generate positive publicity for business is now widespread but, in the same way as these sites can be used to spread good news, they can also be used to spread bad!has the password.
  3. Make sure you have a strong Social Media Policy in place.

It’s also worth making sure that employees know that there are consequences of breaching the policy even if they have been given notice of the termination of their employment.

Tweeting in a derogatory way could be viewed as gross misconduct and employment could therefore be terminated summarily with the loss of any financial package which had been agreed.

In the case of the HMV worker, the repercussions could have been the withdrawal of any redundancy package which had been offered (it’s unknown as to whether this action was taken).

The use of social media to generate positive publicity for business is now widespread but, in the same way as these sites can be used to spread good news, they can also be used to spread bad!  Make sure you put appropriate steps in place to make sure that you’re businesses is protected from disgruntled employees telling the world about their grievances.

We’re always here to help so if you do find yourself with a difficult situation to manage, then do give us a call on 0203 319 1649 or use our contact form to email us and we’ll be in touch.

If you’d like help with HR Policies, Employee Disciplinary Issues or any other HR matter, contact us on 0203 319 1649 or use the form below.

Contact Us

If you’d like help with HR Policies, Employee Disciplinary Issues or any other HR matter, contact us on 0203 319 1649 or use the form below.

Contact Us

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0203 319 1649

contact@lighterhr.co.uk

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