{"id":999881328,"date":"2012-09-27T20:30:00","date_gmt":"2012-09-27T20:30:00","guid":{"rendered":"https:\/\/www.dice.com\/?p=597516682"},"modified":"2025-09-24T12:04:37","modified_gmt":"2025-09-24T18:04:37","slug":"social-media-issues-at-work","status":"publish","type":"post","link":"https:\/\/www.dice.com\/hiring\/recruitment\/social-media-issues-at-work","title":{"rendered":"Tackle Social Media Legal Issues at Work"},"content":{"rendered":"<div class=\"youtube-embed-wrapper\" style=\"height: 0; overflow: hidden; padding-bottom: 56.25%; padding-top: 30px; position: relative;\"><iframe loading=\"lazy\" style=\"position: absolute; top: 0; left: 0; width: 100%; height: 100%;\" src=\"https:\/\/www.youtube.com\/embed\/HxfxuQ-byN8\" width=\"640\" height=\"360\" frameborder=\"0\" allowfullscreen=\"allowfullscreen\"><\/iframe><\/div>\n<p>The way we engage professionally via social media is offering new opportunities in the world of work. However, it&#8217;s also limiting the overarching control that companies have on employees\u2019 ability to communicate. At the <a href=\"http:\/\/annual.shrm.org\/\">SHRM National Conference<\/a> in Atlanta, John Sumser led a panel discussion about \u201cLegal Issues Facing Social Media Today.\u201d On the panel were:<\/p>\n<ul>\n<li><u>Moderator<\/u>: John Sumser (<a href=\"http:\/\/twitter.com\/johnsumser\">@johnsumser<\/a>), Founder and Managing Editor of <a href=\"http:\/\/hrexaminer.com\/\">HR Examiner<\/a> and Principal Consultant HRxAnalysts<\/li>\n<li>Maren Hogan (<a href=\"http:\/\/twitter.com\/marenhogan\">@marenhogan<\/a>), Principal Consultant, CMO, <a href=\"http:\/\/redbrandmedia.com\">Red Brand Media<\/a> and Blogger at <a href=\"http:\/\/marenated.com\/\">Marenated.com<\/a><\/li>\n<li>Heather Bussing (<a href=\"http:\/\/twitter.com\/heatherbussing\">@heatherbussing<\/a>) \u2013 Employment Attorney, <a href=\"http:\/\/bussinglaw.com\/\">Bussing Law<\/a> and blogger at <a href=\"http:\/\/hrexaminer.com\/\">HR Examiner<\/a><\/li>\n<li>Elizabeth Lalli-Reese (<a href=\"http:\/\/twitter.com\/txstrategichr\">@TXStrategicHR<\/a>) \u2013 Lawyer, HR Business Partner with <a href=\"http:\/\/arrow.com\/\">Arrow Electronics<\/a><\/li>\n<\/ul>\n<p>Some of the advice and issues discussed:<\/p>\n<ul>\n<li>The new &#8220;office&#8221; is no longer controlled by the walls of the organization. It\u2019s defined by the collaborative space that the employees create online and offline. Employees use social tools to get work done, blow off steam, and just feel like they\u2019re still part of the office even when they\u2019re not physically present.<\/li>\n<li>One reason companies want to control social communication is the fear of mergers and acquisitions becoming common knowledge, trade secrets getting out, or negative issues being aired publicly.<\/li>\n<li>If you have a sub-par product, you&#8217;ll have a hard time managing communication about it. Lalli-Reese referenced a story of a restaurant&#8217;s employees who published a video of themselves spitting in a pizza. While that became a PR disaster via social media, if your employees are spitting in the pizza, you\u2019ve got a bigger problem.<\/li>\n<li>Most social policies are designed to prevent people from seeing everything that&#8217;s going on, but social media actually makes things more visible more quickly.<\/li>\n<li>Social media is an accelerant. Drama is sustained as more people get involved. Before jumping in with disciplinary action when an employee creates a social media issue, pause and wait. Let people stop worrying and they\u2019ll go back to thinking about themselves.<\/li>\n<li>Managers need more training than employees on how to manage social media.<\/li>\n<li>Sumser and Bussing are against the existence of social media policies. Hogan and Lalli-Reese support companies having social policies. Bussing points out that employees communicate via phone every day, and no one has telephone policies. Hogan argues that explaining social conduct takes much longer.<\/li>\n<li>You\u2019ll be amazed what you can find about a company by just searching the phrase \u201cI work for\/at\u201d and the company name. There are tons of personal blogs out there where people are talking about their companies.<\/li>\n<li>One way you can be aware of what people are saying about your company is to simply set up Google Alerts on your company name. When you see something that might be a problem, you can be ready to address it appropriately.<\/li>\n<li>The state in which the employee lives is the law that governs that employee&#8217;s conduct, not the location of the corporate office.<\/li>\n<li>California has a constitutional right to privacy which allows employees to talk about what they want to on their own time.<\/li>\n<li>A company has a right to protect its confidential information 24\/7, not just 9-5.<\/li>\n<\/ul>\n","protected":false},"excerpt":{"rendered":"<p>The way we engage professionally via social media is offering new opportunities in the world of work. However, it&#8217;s also limiting the overarching control that companies have on employees\u2019 ability to communicate. At the SHRM National Conference in Atlanta, John Sumser led a panel discussion about \u201cLegal Issues Facing Social Media Today.\u201d On the panel [&hellip;]<\/p>\n","protected":false},"author":132,"featured_media":999885125,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[2159],"class_list":["post-999881328","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-employee-retention"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v27.6 (Yoast SEO v27.6) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>Tackle Social Media Legal Issues at Work - Dice Hiring<\/title>\n<meta name=\"description\" content=\"The way we engage professionally via social media is offering new opportunities in the world of work. 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