PrideStaff Live: Do You Have a Social Media Policy?

At PrideStaff, we’re always looking for new ways to help you overcome your toughest business challenges.  Through our Innovations LIVE webinar series, we’ve partnered with some of the world’s leading experts to tackle your biggest HR, recruiting and talent management issues.

Our next free Innovations LIVE webinar, “Developing a Social Media Policy,” is coming up on Wednesday, October 10th, 2012 from 1:00 p.m. – 2:00 p.m. EST.  Here’s a quick overview:

Developing a Social Media Policy

Social media is a big part of our daily lives and a big part of business.  More than ever, employers are relying on the power and convenience of platforms like LinkedIn, Twitter and Facebook to attract customers, transact business and source talent. 

But with that access comes responsibility – namely, to develop a comprehensive social media policy that protects your company and establishes clear guidelines for responsible social media use.  Join us as employment law expert Gary Bethel, Esq. examines the ever-evolving law regarding the use of social media by employees and its impact on today’s workplace. 

In the webinar you will learn about:

  • Crafting a Social Media Policy
  • Key Do’s and Don’ts
  • Legal Liabilities
  • And more – all from the comfort of your office!

Why is a social media essential for your business?
Quite simply, to protect your company from legal liabilities.  Consider these recent rulings:

September 2, 2011 – Nonprofit Unknowingly Breaks Federal Law

A National Labor Relations Board administrative law judge decided an upstate New York nonprofit organization violated federal labor law when it fired five employees for posting on a Facebook page their reactions to a co-worker’s criticism of their performance.

May 30, 2012 – NLRB Approves Company Social Media Policy

The National Labor Relations Board’s Acting General Counsel issued his third guidance document on social media since August 2011. In that report, he took the opportunity to approve one employer’s social media policy, a move that finally provides employers clear guidance in connection with the regulation of this rapidly evolving area of the law.

The Acting GC’s guidance, which was published in the form of an Operations Management Memorandum, was accompanied by an Advice Memorandum involving Wal-Mart. It is in this case that the agency articulated its reasoning and found, for the first time, a social media policy that was acceptable in its entirety.