Executive Summary Social Media

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Capella University *

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5065

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Sociology

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Jan 9, 2024

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docx

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1 Social Media Policy Executive Summary: Social Media Policy HRM-FPX 5065 Employment Law in the Successful Workplace Gabrielle Hawkins-Dimming 12/28/2023

2 Social Media Policy Executive Summary Organizations often create social media policies with the help of Human Resources, leadership, and stakeholders to eliminate potential harm or incidents. Writing on the internet is like using a permanent ink pen; once done, it can never be erased or deleted, which is why social media policies are essential. A well-crafted policy can help the company proactively prevent potential scandals or public issues on social media platforms. Taking these necessary steps will effectively address the problem before it arises. Best Implementation Prohibited Behavior Plagiarized content, derogatory comments, image content, discrimination remarks Confidential Information Free speech and transparency restrict employees from sharing anything Enforcement and monitoring Companies should always lay a clear policy on how employee’s social activity will be tracked Security Implementing security measures with IT can assist with blocking sites and monitoring access Motivation The purpose of policies is to provide structure and regulations where applicable. The first question is, "Why do we need a social media policy? What should the policy include?" ( Managing and leveraging workplace use of social media n.d.) This is because policies should protect both the company and the employee's right to free speech while striking a balance. Therefore, policies should reflect a message to employees that encourages positive language to the company and removes risks that could harm the

3 Social Media Policy organization's reputation. Studies have shown that small businesses are likelier to have employees who abuse social media platforms, which means companies have a higher urgency in creating policies. Here is a list of mistakes to consider when developing a policy. Guideline Avoidance 1. Not having a social media policy in place. 2. Not monitoring employee usage and site control. 3. No Social Media Strategy 4. Setting appropriate social media guidelines. 5. No enforcement. Regulations, Laws, and Ethics Based on the First Amendment, "free exercise thereof; or abridging the freedom of speech." ( United States of America 1789 (rev. 1992) (Constitution , n.d.). However, creating a policy that restricts and regulates employees' right to freedom of expression makes it very difficult and tricky. Another law and regulation is that an employer cannot limit an "employee from commenting on conditions or wages” ( United States of America 1789 (rev., 1992) constitution n.d.) per the National Labor Relations Board. Although the First Amendment controls the narrative for freedom of speech for an organization, they have the right to protect their brand by limiting what an employee can and cannot say via social media. The ethical aspect tends to overlap the law regulations, which can often pose difficulty in an organization's decision to fire an employee for exercising their right to speak freely. For that reason, ethical points of view are not set and governed by rules that are punishable by the standards of the law. Hence, an organization would need to set guidelines for that punishable action. The federal law provides rights, whether union or not and allows employees to work together for a safe, negative-free work environment. The use of social media can form a protected concerted activity by addressing work issues based on information shared between employees or in a g

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