To start with I’m not a HR consultant, I work as the marketing manager for http://www.yolkrecruitment.com but as my duties cover monitoring and manging the IT usage of my colleagues I do sometimes cross into this area which was my main reason for attending this HR seminar.
I championed the use of social networking as a great way for Yolk to connect with customers which was why I was also given the reponsibility to ensure it was used properly and did not damage the business’ reputation. The event was hosted by Yolk but with guest speaker Anna Denton-Jones who runs a specialist HR law training firm in Cardiff and writes regualary for the CIPD.
Social Media is such a diverse and ever evolving topic there are so many key issues that are affecting HR professionals everyday. It can be at times overwhelming and hard to grasp the myriad of networks online which is why we’ve come up with these key facts from last week’s session that can work as a guideline for approaching issues concerning social media usage.
1. Treat online activity the same as non-online activity
Social Networking may be new but the same old issues arise which we’ve dealt with for years. Focus on the underlying issues not the technology.
2. Harassment online is still harassment and is covered by the Protection from Harassment Act 1997
You can be liable if you don’t take reasonable steps to prevent harassment taking places during the course of employment.
3. Don’t make a mountain out of a molehill
Assess carefully what damage has been done and consider warnings rather than disciplinary action that may not stand up in tribunal.
4. The most important aspect of any social media policy is having one
And remember just because you consider it gross misconduct in your policy doesn’t mean a judge will agree with you.
5. Set an example your colleagues can follow
Connecting with sub ordinates can put you at risk as your conduct will then be open to scrutiny.
If that’s not enough for you then you can view the full presentation online and feel free to share it with your friends and colleagues (Don’t worry Anna’s given permission so there’s no Intellectual Property issue)