We’ve been debating for a couple years now, the relevance of having a social media policy and what to put in it. There are those (even in the Legal Field) that have opposing or differential views on the subject.
When I first started hearing and reading about social media policies, I too, jumped on that bandwagon and began writing and sharing content on the “must-haves” of social media policies for companies doing social business. But I have since evened out on that and am not really sure it’s the right way to go about it.
While I was attending the Society for Human Resource Management’s annual conference in Atlanta, I was able to sit in on a discussion about this very topic with several industry experts including one of my online connections Heather Bussing, who is an Employment Attorney, Law Professor and writer extraordinaire over at HRExaminer.com (not to mention a fabulous photographer) who had several great points when talking about this issue.
Right after the conference I sent her a message to see if she would be interested in sitting in on a LIVE VIDEO discussion with another Employment Attorney connection of ours Mary McClure Wright, who works alongside HR to help make sure their employees get a fair shake in the courtroom. She’s been practicing for over 25 years and knows her stuff.
I thought, if I could gather two employment attorneys who know the legal aspects and ins and outs of this subject for a LIVE discussion, it would be the shizzle. They agreed and we just participated in a LIVE WEBCAST discussion on just this topic – you can find it over on my SpreeCast Channel.
Here are a few of the items we discussed:
- Is there a need for a social media policy at work?
- Should Companies simply block social media, altogether?
- Training vs. Policy
- What does the NLRB have to say about it?
- Should progressive companies allow people to be people and not try to monitor their online behavior?
- Should HR be allowed to spy on their employees?
So if you want to gather great insight click the link below. It was a dusy.