Issue link: https://www.e-digitaleditions.com/i/314415
32 FEDA News & Views Where Do We Go From Here? Reading the NLRB (National Labor Relations Board ) opinion is like watching grass grow to those lacking understanding of the importance of this decision, but it is alarming to those of us who do. The legal community will lay down their chal- lenges and the courts will decide just how much the NLRB can limit employers control over the social media postings of employees. In its opinion, the NLRB offered a suggested policy, which looks like a plain vanilla ice cream cone. Given the contents of their opinion and suggested policy, here is a policy that looks like it might get a "thumbs up." Sample Social Media Policy Employees use social media for a variety of reasons related to both work and personal lives. It is important to recognize that using social media presents risks and requires the use of responsible behavior. We created this policy to provide you with guidelines to help you exercise responsible, mature judg- ment when you use social media. It applies to all employees. Social media, as we use the term in this policy, includes all methods of communicating and posting information on the Internet. It includes any web log or blog, journal, diary, per- sonal website, social network or affinity website, web bulletin board, chat room or any other form of electronic communica- tion that exists as of the publication of this policy, or will be created in the future. You are solely responsible for whatever you post online. You should consider the risks and the rewards. You should think about who might see your post and the impact it may have on everyone involved. Keep in mind that any of your conduct that adversely affects your job performance, the per- formance of your co-workers or otherwise adversely affects any stakeholder working on behalf of our legitimate business interests, may result in disciplinary action up to and including termination. Before you post anything on social media, you should read your employee handbook. It is your duty to under- stand our Ethics Policy, the Anti-Discrimination Policy, the Employee Harassment Policy, and the Threats and Violence Policy. Inappropriate postings that may include discrimina- tory remarks, harassment, and threats of violence or similar inappropriate or unlawful conduct, will not be tolerated and you will be subject to the disciplinary action in the respective policy. We hope you will agree that workplace complaints are more likely to be resolved by using our internal procedures, speak- ing directly with those who can help solve them, and using our Open Door Policy, than by posting them at a social media site. If you decide to post your complaint, please keep this advice in mind: When you post information about our stakeholders (co-workers, supervisors, customers, suppliers, vendors, board members, donors, and others working on the legitimate interest of our company), here is our advice: ➤ We expect you to be fair and courteous to everyone. ➤ If your posting is viewed as malicious, obscene, threaten- ing, intimidating, disparaging to our customers, employ- ees, or suppliers, or could be viewed as harassment or bullying, we will view it as a violation of this policy. This includes words, photographs, videos, and any other visual posting. ➤ If it is viewed as intentionally harmful to another person's reputation or may be called a hostile work environment on the basis of race, sex, disability, retaliation, or any other status protected by law or company policy, we will view it as a violation of this policy and we will not defend you in any legal procedure that results. ➤ It is your duty to understand that certain information is protected by specific laws, such as the health and medical information regarding employees, which is protected by HIPAA. If your posting is viewed as violating a privacy law, the company will also consider it a policy violation and will not participate in your defense. ➤ We expect you to be honest and accurate. ➤ Keep in mind that "Opinion" and "Fact" may not be the same. ➤ If you make a mistake on your post, you must correct it immediately and acknowledge that the post was a mis- take. ➤ Do not post rumors or any information you know to be false about any of our stakeholders. When you post information about our company, or any of its operating units or subsidiaries: ➤ Post only appropriate and respectful content ➤ Maintain confidentiality of our trade secrets and pri- vate information. This includes systems, processes, plans, products, lists, or designs. Do not post internal reports, IDEAS TO GROW BY CONTINUED By Nancye Combs nancyecombs@aol.com Where Do We Go From Here?