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Trends in Social Media Governance and HR

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While engaging with your audiences and stakeholders on social media channels seems like a very external activity, how you operate behind the scenes and function as an organization has major implications on your ultimate success and requires attention from the start. Engaging in the social media space often requires shifts within the organization including but not limited to the creation of new full-time positions, reporting structures, cross-functional teams and the development of new guidelines, policies and processes. Employees across all areas of an organization need to clearly understand their limitations and obligations when participating on social media channels both professionally and personally. In this session Mike Kujawski will cover the latest trends that show how organizations are structuring themselves, the types of positions they are creating and how they are building capacity for sustainable ongoing digital engagement.

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Trends in Social Media Governance and HR

  1. 1. Trends in Social Media Governance & HR @mikekujawski Partner & Senior Consultant, CEPSM
  2. 2. WHYis governance & HR important?
  3. 3. 3% 14% 26% 26% 25% 6% In organizations with >1000 employees
  4. 4. Quick Poll
  5. 5. Quick Poll
  6. 6. New Resources
  7. 7. 21% 18% 14% 14% 13% 13% 7% Community Management Social Media Management Business Unit Liasing Content Strategy Social Strategy Social / Data Analysis Education & TrainingManagement
  8. 8. WHYare guidelines, policies and terms of use important?
  9. 9. For your own Protection
  10. 10. Key Golden Rules 1.Be responsible 2.Be respectful 3.Think twice before posting 4.All employees are liable for their posts
  11. 11. Uh oh!!!!
  12. 12. 87% Of Canadians are online
  13. 13. 23% Regularly create original content and share it
  14. 14. 15% Share “everything” or “most things” online
  15. 15. However, EVERYONE now has a Digital Footprint
  16. 16. EXAMPLESof digital footprints catching up with people
  17. 17. Example 1: Toronto Firefighters
  18. 18. Example 2: Hamilton City Worker
  19. 19. Example 3: Public Shaming
  20. 20. CONTEXTand key definitions surrounding usage
  21. 21. Work vs. Life •1900’s: Work •1950’s: Work-life separation •1970’s: Work spills into life •1980’s: Work-life balance •2000’s: Life spills into work •2010-Now: Work-life blending
  22. 22. Types of Usage •Official:Approved and authorized use of social media for your organization’s delivery of operations and services •Professional:Use of social media for professional purposes that comes from your own personal account rather than your organization’s official account(s) •Personal:Use of social media that is not for organizational/professional purposes
  23. 23. Legal Issues •So called “private” social media settings not protected by privacy law •Contact list disputes •Collective bargaining •Preserving evidence
  24. 24. Legal Issues •Unionized vs. non-unionized staff •Grounds for off-duty conduct dismissal: 1.Conduct has direct impact on organization* 2.Conduct reveals character that is inconsistent with organization’s values
  25. 25. LEGALCanadian Case #1 EV Logistics v. Retail Wholesale Union, Local 580 Issue: Offensive remarks posted on employee’s personal blog Verdict: Dismissal reduced to suspension
  26. 26. LEGALCanadian Case #2 LougheedImports Ltd. Issue: Derogatory remarks about employer posted on Facebook Verdict: Dismissal upheld
  27. 27. LEGALCanadian Case #3 Alberta v. Alberta Union of Provincial Employees of Alberta (R. Grievance) Issue: Derogatory remarks about employer posted on blog Verdict: Dismissal upheld
  28. 28. LEGALCanadian Case #4 Canada Post Corp. v. Canadian Union of Postal Workers Issue: Derogatory remarks about employer posted on Facebook Verdict: Worker was fired
  29. 29. LEGALCanadian Case #5 Frangionev. Verdongen Issue: Plaintiff sough damages for personal injuries Verdict: Plaintiff ordered to disclose all Facebook posts (including those that were set as “private”)
  30. 30. LEGALCanadian Case #6 Chatham-Kent v. National Automobile, Aerospace, Transportation and General Workers Union of Canada Issue: Care-home employee blogged about residents Verdict: Employee was terminated from her job
  31. 31. LEGALCanadian Case #7 International Union of Elevator Constructors, Local 50 v ThyssenKrupp Elevator (Canada) Ltd Issue: Employee posted explicit video of his work related injury Verdict: Employee dismissed
  32. 32. REMINDERSto keep your employees on track
  33. 33. Read and understand Existing Policies
  34. 34. Be aware that employers can Monitor You 24/7 •This is not limited to work
  35. 35. Your Posts are Public Or will be soon if they aren’t already •Employ this mindset when working online •Understand that “private” settings don’t necessarily protect you in court
  36. 36. If you’re unsure, Ask Before You Post •Ask your Supervisor •Ask your HR rep
  37. 37. Use caution and good judgment We Trust You
  38. 38. Q & A
  39. 39. Mike Kujawski Phone: 613.491.1348 E-mail: mikekujawski@cepsm.ca Blog: mikekujawski.ca Twitter: @mikekujawski Website: cepsm.ca Google: “mike kujawski”
  • sunilsunny22

    Sep. 11, 2015
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    Nov. 5, 2014

While engaging with your audiences and stakeholders on social media channels seems like a very external activity, how you operate behind the scenes and function as an organization has major implications on your ultimate success and requires attention from the start. Engaging in the social media space often requires shifts within the organization including but not limited to the creation of new full-time positions, reporting structures, cross-functional teams and the development of new guidelines, policies and processes. Employees across all areas of an organization need to clearly understand their limitations and obligations when participating on social media channels both professionally and personally. In this session Mike Kujawski will cover the latest trends that show how organizations are structuring themselves, the types of positions they are creating and how they are building capacity for sustainable ongoing digital engagement.

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