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Social media in the workplace
This presentation covers some important topics
about social media in the workplace. For more...
Social media and recruitment
Q- Is it illegal for employers to look at a job applicant’s social media
sites?
A- Simply loo...
Discrimination in hiring
It is illegal to discriminate against someone due to:
• race or skin colour
• sex or sexual orien...
Discrimination in hiring
Case study
1. An employer interviewed a woman for a role at their company
2. The employer looked ...
Discrimination in hiring
• Although most employers view social media profiles
during the recruitment process, and in some ...
Tips for using social media in recruitment
Employsure recommends the following guidelines for employers who want to
carry ...
Tips for using social media in recruitment
• Only use social media searches to look at specific
information rather than ju...
Social media and bullying
Bullying at work occurs when:
• A person or a group of people repeatedly behave
unreasonably tow...
What is considered bullying?
Bullying behaviour may involve any of the following:
• aggressive or intimidating conduct
• b...
Social media bullying
• Bullying behaviour may occur physically in the
workplace – or online.
• Workplace bullying often o...
Employer obligations
• Under work health and safety legislation, employers
have a duty to provide workers with a safe work...
How to create a social media policy
In addition to a workplace anti-bullying policy, every workplace should
have a social ...
Investigate, train and enforce
• After a policy has been put in place, ensure all
employees read and sign the policy, and ...
Employsure Workplace Presentation | Social Media in the Workplace
Employsure Workplace Presentation | Social Media in the Workplace
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Employsure Workplace Presentation | Social Media in the Workplace

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This presentation by Employsure provides an overview of social media in the workplace. It is designed to help employers understand their rights and obligations.

In this presentation, employers can learn about:
- Social media in recruiting
- Social media and bullying
- How to create a social media policy

With one of the most complex workplace relations systems in the world it's a challenge for owners and managers of SMEs in Australia to ensure they are compliant. Small businesses often struggle to understand their obligations to employees and that's where Employsure can help.

Employsure protects employers from risks by providing unlimited advice, legally compliant documents, insurance and representation. Employsure is a workplace relations specialist dedicated to helping small businesses succeed by creating fair and safe workplaces.

Call us: 1300 651 415
Visit us at: https://employsure.com.au/
LinkedIn: https://www.linkedin.com/company/empl...
Facebook: https://www.facebook.com/employsure.c...
Twitter: https://twitter.com/Employsure

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Employsure Workplace Presentation | Social Media in the Workplace

  1. 1. Social media in the workplace This presentation covers some important topics about social media in the workplace. For more detailed information about your obligations as an employer, visit Employsure. Topics covered: • Social media and recruitment • Social media and bullying • How to crease a social media policy
  2. 2. Social media and recruitment Q- Is it illegal for employers to look at a job applicant’s social media sites? A- Simply looking at a candidate’s online profile is NOT unlawful. however • Employers should proceed with caution because equal opportunity legislation prohibits discrimination, and this extends to the hiring process. • If an employer discriminates against an employee based on information sourced from social media sites, they can be investigated.
  3. 3. Discrimination in hiring It is illegal to discriminate against someone due to: • race or skin colour • sex or sexual orientation • age • physical or mental disability • marital status • family or carer’s responsibilities • pregnancy • religion or political opinion • nationality
  4. 4. Discrimination in hiring Case study 1. An employer interviewed a woman for a role at their company 2. The employer looked at her Facebook profile and saw a post announcing the candidate’s pregnancy 3. The woman was not successful in securing the role The woman could argue that she was not offered the role due to her pregnancy, and was therefore discriminated against. Was she discriminated against based on her pregnancy?
  5. 5. Discrimination in hiring • Although most employers view social media profiles during the recruitment process, and in some cases recruit through social media, there are no specific rules to follow. • The potential for disputes and misuse is high. Solution • To avoid challenges, employers should make applicants aware at an early stage that these searches may occur during the recruitment process, and that information may be collected from these sites.
  6. 6. Tips for using social media in recruitment Employsure recommends the following guidelines for employers who want to carry out prospective employee searches: • Take reasonable steps to check the accuracy of information obtained online. • Distinguish between social media for private and professional use – information obtained from a professional LinkedIn site will be more suitable to assess the applicant than information on a private Facebook page.
  7. 7. Tips for using social media in recruitment • Only use social media searches to look at specific information rather than just a general fishing exercise. Information to be looked at and collected should relate to the applicant’s suitability for the role, personal capabilities, skills, education and experience. • Applicants should be given an opportunity to respond to material found online when it is being used as part of the hiring decision-making process.
  8. 8. Social media and bullying Bullying at work occurs when: • A person or a group of people repeatedly behave unreasonably toward a worker of a group of workers at work. and • The behaviour creates a risk to health and safety.
  9. 9. What is considered bullying? Bullying behaviour may involve any of the following: • aggressive or intimidating conduct • belittling or humiliating comments • spreading malicious rumours • teasing, practical jokes or ‘initiation ceremonies’ • exclusion from work-related events • unreasonable work expectations, including too much or too little work, or work below or beyond a worker’s skill level • displaying offensive material • pressure to behave in an inappropriate manner
  10. 10. Social media bullying • Bullying behaviour may occur physically in the workplace – or online. • Workplace bullying often occurs through social media. • Bullying claims can still be made if the bullying occurred while an employee was not at work but in a work environment – such as the lunch room or a work related social function.
  11. 11. Employer obligations • Under work health and safety legislation, employers have a duty to provide workers with a safe workplace. • Social media bullying poses a risk to worker health and safety, and therefore employers need to respond quickly and appropriately to any bullying issues that are raised. • Employers also need to take proactive steps to prevent or minimise the risks posed by social media bullying. • At a minimum, this should include having a bullying and harassment policy in place that clearly sets out behaviour expectations.
  12. 12. How to create a social media policy In addition to a workplace anti-bullying policy, every workplace should have a social media policy, and it should be communicated to all staff. What to include in a policy: • agreement that the employer, another employee or client are not to be mentioned or identified on employee social media accounts • no use of social media on work devices, or during work hours • penalties for breaching the policy, and whether a breach of the policy constitutes serious misconduct • clear guidelines for the use of the employer’s social media for work duties • consequences for non-compliance
  13. 13. Investigate, train and enforce • After a policy has been put in place, ensure all employees read and sign the policy, and that they are aware of the consequences for not adhering to it. • Train employees and managers on how to behave according to the guidelines, and ensure all complaints of bullying are investigated. • Enforce the policy fairly throughout the workplace.

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