Social Media in the Workplace: Balancing Employee Rights and Company Interests
For many of us, social media plays an integral part in our lives, reshaping how we communicate, share information, and conduct business. However, the line between productive and unproductive usage can become blurred when looking at social media in the workplace. Finding a balance is important for protecting both individual rights and organizational interests, and Walcheske & Luzi is here to help. Our attorneys can provide you with insights on how to navigate the usage of social media at work.
Social Media in the Workplace
Social media gives people a platform to express their opinions, share their experiences, and engage with a broader community. This freedom is an aspect of personal expression, but when it intersects with the workplace, legal and ethical issues can arise. Employers have a vested interest in managing how social media is used in a work context, as online behavior can reflect on the company’s reputation, productivity, and overall work culture.
Considerations for Employers
A major concern for employers with social media at work is how social media activity impacts workplace culture. Negative comments about the company, whether made publicly or within closed groups, can damage a company’s reputation and affect team morale. That’s why employers should have a social media policy in place so that everyone is on the same page. This policy should outline acceptable use, clarify the boundaries between personal and professional conduct, and provide guidance on how employees should represent the company online. These guidelines should be clearly communicated in the policy to ensure that employees understand the implications of their online behavior. Training sessions or workshops can be effective in reinforcing the importance of maintaining professionalism on social media.
Considerations for Employees
Many employees have concerns when it comes to privacy and social media at work. Employees need to feel secure that their personal social media accounts, used outside of work hours and without any connection to their employer, are not subject to undue scrutiny. Employees should also have the right to express their opinions, including those about their workplace, without direct fear of retaliation. However, these rights are not absolute and can be limited in certain contexts: in many jurisdictions, freedom of speech may not cover statements that are defamatory or harmful to the company’s reputation. This is why employee’s must be mindful about what they share online to avoid jeopardizing employment.
Cyberbullying and Harassment
Social media can sometimes allow for workplace bullying or harassment to manifest. Food for thought: 91% of women on LinkedIn in a recent survey reported that they had received romantic advances or sexually inappropriate messages at least once on the platform. Employers should address incidents of cyberbullying or harassment with the same seriousness as in-person issues, providing clear channels for reporting and resolving such problems. A supportive approach to handling these situations not only protects employees but also upholds the company’s commitment to a respectful work environment.
Striking a balance between enforcing social media policies and respecting employee rights involves continuous dialogue and mutual understanding in any workplace. This can be challenging to get right and oftentimes it helps to have an employment lawyer on your side. If you need any assistance with establishing or revising your company’s social media policies, or if you have questions or concerns about your rights as an employee, reach out to Walcheske & Luzi.