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Social Media - Balancing professional and personal personas

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Oh, technology. Long gone are the days when a not-so-flattering picture could be simply thrown away, Google didn't know who you were, and your "browsing history" was limited to which magazines you …

Oh, technology. Long gone are the days when a not-so-flattering picture could be simply thrown away, Google didn't know who you were, and your "browsing history" was limited to which magazines you read. In today's society, anyone can access personal/ non-work related information with a few clicks on the Internet. The ability to easily communicate to massive audiences creates extreme risk of negative exposure for employers, employees, and job candidates. So are there any laws governing this? If so, what are they?

In this webinar, we will approach all angles of this topic from the views of an employee to the business owner. Answers to our most frequently asked technology and social media questions/issues, will be revealed along with the facts you need to know to stay compliant.

-Job Candidates
Using internet searches. Risks and rewards.

-Current Employees
He tweeted what?!?!

Can employees be disciplined for Facebook activities?

Top 5 things that help a Social Media Policy to stand strong.

-Former Employees
Risks of staying virtually in touch (linked-in, maintaining social media connection, etc).

Published in: Business, Technology

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  • 1. Social  Media:   Balancing  Professional  and  Personal  Personas   Rebecca  Regard,  MBA  PHR   HR  Advisor   G&A  Partners    
  • 2. No=ce   •  I’m  not  an  aAorney   •  This  is  not  legal  advice,  nor  should  the   presenta=on  be  subs=tuted  for  experienced   legal  counsel.    
  • 3. POLL  QUESTION   •  What  is  your  role  within  your  organiza=on?  
  • 4. Agenda     •  Introduc=on   •  Laws     •  Employee  and  Employer  advice  for:   •  Job  Candidates   •  Current  Employees   •  Former  Employees   •  Best  Prac=ces   •  Q&A  
  • 5. What  is  Social  Media   •  From  blogs  to  tweets  and  everything                                     in-­‐between.  
  • 6. What  DO  we  know?   •  Laws  that  may  affect  social  media  use       •  The  Na=onal  Labor  Rela=ons  Act  (NLRA)   •  The  Na=onal  Labor  Rela=ons  Board  (NLRB)   •  •  •  •  The  Fair  Credit  Repor=ng  Act  (FCRA)   The  Stored  Communica=ons  Act  (SCA)   Common  Law  (privacy)  Intrusion  Upon  Seclusion   The  Gene=c  Informa=on  Nondiscrimina=on  Act  (GINA)   •  Discovery/E-­‐discovery  
  • 7. Job  Candidate   •  Employees     •  Could  you  be  searched?   •  Tips  to  mi=gate      
  • 8. My  Pinterest  (non-­‐followers)  
  • 9. Who  let  the  blogs  out?  
  • 10. Job  Candidate   •  Employers   •  To  search  or  not  to  search?   •  Perks   •  Liabili=es   •  Ask  for  password?   •  Things  to  consider  before  you  search  
  • 11. POLL  QUESTION   •  Would  you  ever  ask  a  poten=al  employee  for   a  social  media  password?  
  • 12. Pirate  Girl     •  Stacy  Snyder  (Google  her,  it’s  true)     Drunken  Pirate  
  • 13. Current  Employees   •  For  Employees  and  Employers     •  Who’s  watching  &  what  can  they  watch?   •  Handbook/Social  Media  policy   •  Issued  statement     •  [Your  Company]  reserves  the  right  to  inspect,  monitor  and  have   access  to  company  computers,  voicemail,  email,  and  other   internet  communica=ons.    Employees  should  not  assume  any   expecta=on  of  privacy  in  the  workplace.    
  • 14. Current  Employees   •  For  Employees   •  •  •  •  •  •  •  •  You  are  responsible   Privacy  se_ngs   Immediate,  not  private,  doesn’t  expire   Honest  and  accurate   Correct  mistakes  ASAP   Archives   Rumors   Appropriate  and  respec`ul  
  • 15. Current  Employees   •  For  Employers   •  Issue  a  statement       •  Inves=gate       •  Regardless  of  whether  it  occurs  in  person  or  online     •  Cafeteria  =  Facebook?   •  Inappropriate  conduct  online  can  be  just  as  serious  as   Inappropriate  conduct  in  the  workplace   •  Designated  Representa=ve   •  Confiden=al  Informa=on   •  Financial  Disclosure  Laws   •  Retalia=on  
  • 16. Current  Employees   •  Employee-­‐  Manager  Online  Ties     •  WriAen  Policy   •  [Your  Company]  strongly  discourages  supervisors  and   managers  from  “friending”  or  obtaining  access  to   employee’s  personal  online  informa=on  when  it  is  not   work-­‐related  and  there  is  no  business  necessity.     •  While  maintaining  personal  rela=onships  with   employees  is  important  from  an  employee  rela=ons   standpoint,  the  sensi=vity  of  the  type  of  informa=on   available  on  social  networking  sites  and  the  risks   associated  with  employer  access  to  such  personal   employee  informa=on  outweigh  the  benefits.      
  • 17. Current  Employees   •  Employee-­‐  Manager  Online  Ties     •  Linked  in  Recommenda=ons   •  Risks   •  Rewards   •  Unforeseeable  
  • 18. Current  Employees   •  Harassment  Claims   •  Discrimina=on  Claims  
  • 19. Former  Employees   •  References   •  Social  Media  =es   •  Linked  in   •  Request   •  Recommenda=on  requests   •  Who  owns  the  twiAer  handle?   •  Policy   •  Phonedog.com  
  • 20. Best  Prac=ces   For  Employees:   •  Remember  Pirate  Girl   •  If  you’re  not  sure  ask  someone       •  When  in  doubt,  don’t  post       •  Monitoring   •  Threats,  etc.     •  Protect  your  image   •  Careful,  prepared,  discreet    
  • 21. Best  Prac=ces   For  Employees:   •  The  Internet  never  forgets.   •  No  second  chances.  Every:   •  online  photo   •  Facebook  status/  update   •  tweet   •  blog  entry     Delete  Cookies!!!   •  by  and  about  us  can  be  stored  forever!  
  • 22. Best  Prac=ces   For  Employers:   •  Social  Media  Policy   •  Training  and  Communica=on   •  Statement  
  • 23. Q&A   •  Ques=ons?   •  Send  all  further  ques=ons  to:   info@gnapartners.com    

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