The research upon which this William Fry report is based was undertaken by Amárach Research.
Two separate surveys were conducted, one among employers and one among employees of organisations operating in Ireland and of a size of 50 employees or more. A range of questions relating to social media in the workplace were asked of both groups to allow for an employer and employee perspective to be captured. A total of 200 employers were surveyed via telephone interviews and 500 employees were interviewed online. All interviewing was conducted in February 2013.
More details from William Fry: www.williamfry.ie
William Fry Social Media In The Workplace A Report On Irish Businesses May 2013Krishna De
Social media in the workplace - a report based on research in Ireland conducted in early 2013 by the employment law division of WilliamFry.ie. Access the press release for the report here http://bgn.bz/wfsmr
I have uploaded the report here in the event that the link changes on the William Fry website as it is a helpful report for all HR professionals and senior leaders in Ireland.
PowerPoint slides from general session of the Grow Revenue: Get Online and Boost Sales Restaurant Education Series event hosted by the Ohio Restaurant Association for their members. Speakers included Jarrod Clabaugh of the Ohio Restaurant Association and Jaime Kolligian of Kastner Westman and Wilkins.
William Fry Social Media In The Workplace A Report On Irish Businesses May 2013Krishna De
Social media in the workplace - a report based on research in Ireland conducted in early 2013 by the employment law division of WilliamFry.ie. Access the press release for the report here http://bgn.bz/wfsmr
I have uploaded the report here in the event that the link changes on the William Fry website as it is a helpful report for all HR professionals and senior leaders in Ireland.
PowerPoint slides from general session of the Grow Revenue: Get Online and Boost Sales Restaurant Education Series event hosted by the Ohio Restaurant Association for their members. Speakers included Jarrod Clabaugh of the Ohio Restaurant Association and Jaime Kolligian of Kastner Westman and Wilkins.
How Law Firms Build Trust for Your Business Online (Social Media Policy)Mike Mintz
This presentation gives the legal and business framework for corporations looking to build trust online with their customers. Through partnering with a law firm to craft a custom social media policy, deploy it to staff, and maintain continuous monitoring and litigation support, businesses can more effectively enter the social media space with confidence.
Social Media at Work Place Training ManualLaura Lee
I created this training manual for the purpose of training senior management regarding Social Media at Work Place and how to inform their Employees regarding the impact social media has on the Work Place Environment.
This year’s results delve into how recruiters are
leveraging social recruiting in addition to whether or
not they are using it. Much like marketers, recruiters
use social networks as part of a multi-channel strategy
to find leads and nurture them to hire. Just as the days
of “rented attention” and “one size fits all” campaigns
are over in the marketing and advertising worlds,
recruiters now focus on building their own talent pool
and appealing to candidates’ individual preferences.
Social Recruiting 2013 Survey Results via JobVite
• 94% of recruiters use or plan to use social media in their recruitment efforts • 78% of recruiters have made a hire through social media
This year’s results delve into how recruiters are leveraging social recruiting in addition to whether or not they are using it. Much like marketers, recruiters use social networks as part of a multi-channel strategy to find leads and nurture them to hire. Just as the days of “rented attention” and “one size fits all” campaigns are over in the marketing and advertising worlds, recruiters now focus on building their own talent pool and appealing to candidates’ individual preferences.
The best candidates are always “shopping” for a new job and have more information at their fingertips than ever before. To succeed in today’s fiercely competitive market, recruiters have started to use a marketer’s approach to find and cultivate the top talent:
• Facebook, Twitter and LinkedIn are still the recruiters social networks of choice – but they have company. Blogs, Youtube, GitHub, Stackoverflow, Yammer, and Instagram have emerged as channels recruiters also use to source talent. • Across social channels, recruiters look for professional experience, tenure, hard skills, industry-related voice and cultural fit as part of the hiring process. • LinkedIn remains the king of searching (96%), contacting (94%), vetting (92%) and keeping tab of candidates (93%).
Recruiters are also placing increasing importance on candidates’ social profiles:
• 42% have reconsidered a candidate based on content viewed in a social profile, leading to both positive and negative re-assessments • Profanity, and grammar and punctuation errors trigger negative reactions among recruiters over 60% of the time
Social recruiting is not just a way of finding the best cultural fit – there are also significant bottom line benefits
• Recruiters reported a jump in time to hire (33%), the quality of candidates (49%) and the quantity of candidates (43%) • 60% of recruiters estimate the value of social media hires as greater than $20k/year. 20% estimate the value of social media hires as greater than $90k/year.
Finally, developments in social recruiting exist in the context of a highly competitive employee market:
• Only 1.5% of recruiters expect the hiring environment to get less competitive in the coming year • 68% of companies offer referral compensation to gain a competitive edge in hiring.
Blake Lapthorn's In-House Lawyer and Decision Makers' forumBlake Morgan
Blake Lapthorn's Litigation Dispute Resolution and Employment teams joined up to present a forum on social media and confidentiality on 17 September 2013, at Blake Lapthorn's Oxford office.
Scott Simmerman's Square Wheels tools, explained. Thoughts on the basic framework and why they work to facilitate change and engagement. Some Key Ideas for collaboration, teambuilding and motivation.
How Law Firms Build Trust for Your Business Online (Social Media Policy)Mike Mintz
This presentation gives the legal and business framework for corporations looking to build trust online with their customers. Through partnering with a law firm to craft a custom social media policy, deploy it to staff, and maintain continuous monitoring and litigation support, businesses can more effectively enter the social media space with confidence.
Social Media at Work Place Training ManualLaura Lee
I created this training manual for the purpose of training senior management regarding Social Media at Work Place and how to inform their Employees regarding the impact social media has on the Work Place Environment.
This year’s results delve into how recruiters are
leveraging social recruiting in addition to whether or
not they are using it. Much like marketers, recruiters
use social networks as part of a multi-channel strategy
to find leads and nurture them to hire. Just as the days
of “rented attention” and “one size fits all” campaigns
are over in the marketing and advertising worlds,
recruiters now focus on building their own talent pool
and appealing to candidates’ individual preferences.
Social Recruiting 2013 Survey Results via JobVite
• 94% of recruiters use or plan to use social media in their recruitment efforts • 78% of recruiters have made a hire through social media
This year’s results delve into how recruiters are leveraging social recruiting in addition to whether or not they are using it. Much like marketers, recruiters use social networks as part of a multi-channel strategy to find leads and nurture them to hire. Just as the days of “rented attention” and “one size fits all” campaigns are over in the marketing and advertising worlds, recruiters now focus on building their own talent pool and appealing to candidates’ individual preferences.
The best candidates are always “shopping” for a new job and have more information at their fingertips than ever before. To succeed in today’s fiercely competitive market, recruiters have started to use a marketer’s approach to find and cultivate the top talent:
• Facebook, Twitter and LinkedIn are still the recruiters social networks of choice – but they have company. Blogs, Youtube, GitHub, Stackoverflow, Yammer, and Instagram have emerged as channels recruiters also use to source talent. • Across social channels, recruiters look for professional experience, tenure, hard skills, industry-related voice and cultural fit as part of the hiring process. • LinkedIn remains the king of searching (96%), contacting (94%), vetting (92%) and keeping tab of candidates (93%).
Recruiters are also placing increasing importance on candidates’ social profiles:
• 42% have reconsidered a candidate based on content viewed in a social profile, leading to both positive and negative re-assessments • Profanity, and grammar and punctuation errors trigger negative reactions among recruiters over 60% of the time
Social recruiting is not just a way of finding the best cultural fit – there are also significant bottom line benefits
• Recruiters reported a jump in time to hire (33%), the quality of candidates (49%) and the quantity of candidates (43%) • 60% of recruiters estimate the value of social media hires as greater than $20k/year. 20% estimate the value of social media hires as greater than $90k/year.
Finally, developments in social recruiting exist in the context of a highly competitive employee market:
• Only 1.5% of recruiters expect the hiring environment to get less competitive in the coming year • 68% of companies offer referral compensation to gain a competitive edge in hiring.
Blake Lapthorn's In-House Lawyer and Decision Makers' forumBlake Morgan
Blake Lapthorn's Litigation Dispute Resolution and Employment teams joined up to present a forum on social media and confidentiality on 17 September 2013, at Blake Lapthorn's Oxford office.
Scott Simmerman's Square Wheels tools, explained. Thoughts on the basic framework and why they work to facilitate change and engagement. Some Key Ideas for collaboration, teambuilding and motivation.
its about social media, its impact on our day to day life, for simple study the entire presentation is divided into two aspects i.e positive and negative impacts
Social Media and ADHD – Turning Distractions Into DirectionsGrant Crowell
Attention Deficit Hyperactivity Disorder (ADHD/ADD.) In today’s hyper-connected internet and Social age, many of us are showing increasing symptoms of “Virtual ADD:” easily distracted, expected to multi-task more than ever before, and experiencing greater difficulty to focus long-term and prioritize. Without having the important social cues we have to work with from being in person with each other, oftentimes our online networking and relationships create big mis-communications, social fax paus, and unintentional impressions of being inconsiderate to other people’s feelings.
Compounding on the problem, both academics and behavioral psychologists that specialize in emotional intelligence, along with ADD psychologists and coaches, lack the serious expertise and personal experience needed to cover the effects of social media on people dealing from ADD: both “virtual” and genetic.
ADD is not a deficiency in a person. Honed right, it can be an incredibly special gift. But today’s understanding of how social media affects ADD, and vice versa, has huge gaps in research.
What we need today is a new type of learning: education and training from professionals with technical and communications know-how in Facebook, LinkedIn, Twitter, YouTube, OkCupid, and many more of the online communities we spend out time in building relationships, both personal and professional. They understand people in the organic sense and the virtual sense, and understand how we are evolving like technology, and how to bring us back down to earth and make us mindful of social context, and of each other, for personal happiness and professional success. These are the new “Social Stylists.”
Learn from this presentation:
• The connection between Social Media and ADD/ADHD, and vice versa.
• How professionals in social media and other Internet communications can master “Virtual ADD” and still stay focused, organized, and effective with their responsibilities, both professional and personal.
• Social Media, and other jobs and responsibilities perfect for ADD/ADHD people.
• Tools and tips for how to manage ADD/ADHD for a happy and successful, per-fessional life.
• How to use distractions to your creative advantage, and how to set realistic systems in place for shutting them off. (Including constantly checking email and one’s social media walls.)
• How to learn the hard-to-find social cues in digital media, and make more thoughtful communications that lead to less misunderstandings, and better relationships.
• Stories from successful per-fessionals who mastered their own ADHD.
A short presentation created for FILM315. Think you’re great at multitasking? You might want to think again, and evaluate where your priorities lie compared to the hierarchy of digital distractions.
The term ADHD refers to Attention Deficit Hyperactivity Disorder, a condition that makes it difficult for children to pay attention and/or control their behavior. Learn more about about the causes, diagnosis and treatment of ADHD.
A Complete Guide To The Best Times To Post On Social Media (And More!)TrackMaven
Do you know the most effective times to post on social media, send an email, or publish a blog? We've broken down the data behind the most effective times to post content on Twitter, Instagram, Facebook, Content Marketing, and Email.
This is an educational presentation exploring humanity's water use and the emerging worldwide water shortage. It is designed to act as a stand-alone presentation. Enjoy!
In our web 2.0 world, the business landscape has changed. Consumers refuse to be interrupted anymore - demanding that brands engage with them.
People do business with people they like, know, and trust. By utilizing the social media tools available to all of us, businesses can become human. By creating valuable content and engaging with customers where they are, businesses are creating real relationships, resulting in real trust.
This presentation offers a high-level overview to where we've been, where we are, and we're we are going in social media. It gives simple-to-follow steps to start implementing social media into a business. It's not comprehensive, but can help a business take that first step.
Content developed by Jon Thomas and M80 (m80im.com). Presentation designed by Jon Thomas at Presentation Advisors (www.presentationadvisors.com).
Social Media for HR - Creating an Effective PolicyElizabeth Lupfer
The Social Workplace / Verizon presentation on creating a Social Media Policy from an HR perspective. Presented at The Conference Board's seminar on Social Media and HR on April 13, 2011.
Social Media in the Workplace
Linky Trott
Abstract
There is no doubt that most businesses use social media and collaboration tools
such as social business software of some kind or another and embrace the
benefits that these can bring. In a 2009 a global Manpower survey, businesses
identified the main benefits of using social media as; brand building, fostering
collaboration and communication, as way of recruiting new talent, improving
employee engagement and driving innovation.
But there are also risks. This article examines the main legal risks that can arise
in the workplace as between a business and its workforce and considers how
the Courts and Tribunals are responding to social media issues arising in the
workplace.
Introduction
If a business has a concern about the use of social media, a blanket ban is
clearly an option. Whilst that may feel like the most simple approach, it is
unlikely to be practical. Even as far back as 2009, the Manpower survey
observed that “the younger generation consider social media tools as a
Biography
Linky Trott is a Partner at law firm, Edwin Coe. She provides day to day advice on a
comprehensive range of employment issues for established corporate clients including
the negotiation and provision of strategic advice on severance arrangements, bullying
and harassment claims, the management of ill health and capability dismissals, dealing
with allegations of discrimination, collective redundancies and Board disputes.
Linky also undertakes High Court injunctive work to enforce or resist post termination
restraints and the protection of confidential information. Working with Senior
Executives and Board Directors, Linky regularly advises and helps to negotiate terms
of Executive service agreements to include bonus schemes, guaranteed payments and
share options in regulated and non regulated industries. She has provided strategic
advice on a number of successful team moves within the communications and financial
sector acting for both the poaching competitor and the individuals being approached.
Linky also advises on data protection, commercial agents and the Conduct of
Employment Businesses and Employment Agency issues.
Linky sits on the Employment Committee of the Law Society and is Chair on the In and
Around Covent Garden Business Forum. She is also a member of the Employment
Lawyers Association, and has appeared on ITV and Channel 4 commenting on
Employment Law issues arising in the news and is a regular speaker at conferences on
employment issues.
Linky Trott
Partner
Edwin Coe
Keywords Risk, Rewards, Safeguards, Recruitment, Human Rights Act 1998
Paper type Opinion
23 Credit Control
Legal Aspects
prerequisite for doing business” and with generation Y having been in the
workplace for around ten years, it is unlikely that staff will tolerate a blanket ban.
Time wasters
Employers can of course monitor an employe.
22% of employees visit social networking sites 5 or more times per week, yet only 54% of employers have a policy dealing with social media inside and outside the workplace. During this presentation, participants will learn about potential legal issues involved in adopting a policy and how to avoid those issues. Sample provisions will be discussed and recommended actions addressed.
Presented by Jackson Lewis.
see attachedTitle social Media in the work placeWhat is the .docxbagotjesusa
see attached
Title social Media in the work place
What is the advanges and disadvanges of social media in the work place
the effect of social media in the workplace
10 The Enterprise Feb. 1-7,2010
Social media and the workplace Manners and your bottom line
In some social circles,if you aren't "tweeting,"
you're considered disconnected or entirely out of
touch. Certainly, it seems that social networks like
Twitter, Facebook, Linkedin and other Web 2.0
environments have eclipsed comer bars, coffee
houses and country clubs as the common gathering
places for some groups. Take, for example.
Generation Y. By 2010, Gen Y will outnumber
their Baby Boomer predecessors, and 96 percent of
them have joined a social network. What's more, if
Facebook were a country, it would be the world's
fourth largest nation, with 300 million "citizens."
But individuals aren't the only ones socializing
online. Companies are finding a voice within
social networks too. Just a short decade
ago companies were creating inviting Web
sites to allow their constituents to visit
them. Now, many courageous companies
are reaching outside their firewalls
and enlisting social media forums, like
Twitter and Facebook, to actively engage
and directly communicate with their
constituents. Others are generating original
content and encouraging discussion about
their products and services through blogs
and chat rooms on their Web sites. .
But despite the relatively widespread adoption
of social media among companies for purposes
of marketing and PR, many businesses are still
struggling with the " i f and "how to" of allowing
access to social media within the workplace. In
fact, one recent study reported that 54 percent of
companies prohibit any access to social media
networks on the job, and another 19 percent of
companies permit only limited access solely for
business purposes. Why?
Businesses and their management teams
have valid concerns about opening the door,
or firewalls as the case may be, to social media,
but proponents for employees' open access have
equally compelling arguments to counter those
concerns. For example, business leaders worry that
they'll see a decrease in productivity if employees
are allowed to access their Twitter or Facebook
accounts from their office, but others will argue that
access to social media networks actually promotes
productivity because workers can conduct more
thorough research and interact with coworkers and
customers more effectively. Proponents also point
out that workers who are able to tweet during work
hours are more likely to respond to work e-mails or
check voicemail during non-work hours.
Of course, many managers voice serious
concerns about the potential for employees to leak
confidential company information, spread negative
comments about the company or conduct illegal
online activity from the workplace. Certainly these
are real issues for company leaders to consider.
Given the prevalence of social media today,
however, it is beg.
Whether or not your organization is using social media for business, your employees probably are using it. Whether they're engaging in a personal or professional way, your company needs a social media policy.
Social engineering attacksSocial engineering attacks involve man.docxrosemariebrayshaw
Social engineering attacks
Social engineering attacks involve manipulating or tricking victims to disclose sensitive data in order for the attacker to access and disrupt the network. Not having proper cybersecurity measures could lead to a lot of chaos.
One of the popular social engineering attacks was the Yahoo Security breach which had happened twice in the company’s history. One of them had occurred in 2013 when a lot of confidential information of about 3 billion users had been compromised. It included details such as the names, email addresses of the associated with them, phone numbers, passwords, date of births, etc. It had allowed hackers to get access to any accounts without the use of a password. The information was later put on the dark web which could have been used to carry out more scams.
In order to prevent such malicious attacks from occurring, a few measures can be taken such as-
Personal information shouldn’t be posted online on any social media platform or over-sharing of such information needs to be avoided. Unknown Email links or attachments shouldn’t be opened and security measures need to be implemented in the company in order to protect data and interests of its employees. A good data protection training program needs to be given to make the employees aware of the implications of disclosing such sensitive and confidential data. In order to prevent such cyber-crimes from happening, people need to all the more stay alert and take precautions to keep themselves safe.
References
DOBRAN, B. (2018, September 27). Retrieved from https://phoenixnap.com/blog/famous-social-engineering-attacks
DOBRAN, B. (2019, February 26). Retrieved from https://phoenixnap.com/blog/what-is-spear-phishing-definition-prevention
team, S. t. (2019, August 20). Retrieved from https://securitytrails.com/blog/social-engineering-attacks
Running Head: CASE STUDY
PAGE
7
CASE STUDY
Week1
The success of Pharma-Fact relies on how effective the management has linked the business strategy to the human resource strategy of the organization (Armstrong & Brown,2019). The performance of the company has been affected recently due to the engagement of employees who are not qualified in various responsibilities within the organization. Furthermore, the recruitment strategy for the organization has not been aligned to its strategic objectives. The organization has been recruiting employees based on referrals by their friends already in the organization despite their incompetence in various roles.
The organizational growth has slowed for the last two years due to low productivity by the employees. Most of the employees in the company are not committed in their work, an aspect that has hindered the growth and development of the company. Lack of commitment has been attributed to the complexity of tasks experienced by most of the employees du.
Key Points in this presentation:
- Application of Social Media in the Workplace
- Are Employers Permitted to Monitor Social Media Use by Employees at Work?
- Percentage of Business using Social Media
- How does your organization use SM for Internal communications
- Managing the Risks
- Social Media Policy
- Steps to creating a Policy
Mental Health and Emotional Wellbeing in Ireland 2019Amarach Research
A survey of the Irish population about the sources of mental health and wellbeing, drawing on the Human Givens framework in relation to psychological needs and resources.
We have been tracking the economic and emotional wellbeing of the Irish nation every month for the past 9 years. The good news is that our economic wellbeing is clearly getting better, the bad news is that our emotional wellbeing appears to be getting worse...
Our monthly index of Irish consumer spending, saving and borrowing intentions has reached an all time high nearly 9 years after we started measuring the mood of the nation.
Accpac to QuickBooks Conversion Navigating the Transition with Online Account...PaulBryant58
This article provides a comprehensive guide on how to
effectively manage the convert Accpac to QuickBooks , with a particular focus on utilizing online accounting services to streamline the process.
RMD24 | Retail media: hoe zet je dit in als je geen AH of Unilever bent? Heid...BBPMedia1
Grote partijen zijn al een tijdje onderweg met retail media. Ondertussen worden in dit domein ook de kansen zichtbaar voor andere spelers in de markt. Maar met die kansen ontstaan ook vragen: Zelf retail media worden of erop adverteren? In welke fase van de funnel past het en hoe integreer je het in een mediaplan? Wat is nu precies het verschil met marketplaces en Programmatic ads? In dit half uur beslechten we de dilemma's en krijg je antwoorden op wanneer het voor jou tijd is om de volgende stap te zetten.
Buy Verified PayPal Account | Buy Google 5 Star Reviewsusawebmarket
Buy Verified PayPal Account
Looking to buy verified PayPal accounts? Discover 7 expert tips for safely purchasing a verified PayPal account in 2024. Ensure security and reliability for your transactions.
PayPal Services Features-
🟢 Email Access
🟢 Bank Added
🟢 Card Verified
🟢 Full SSN Provided
🟢 Phone Number Access
🟢 Driving License Copy
🟢 Fasted Delivery
Client Satisfaction is Our First priority. Our services is very appropriate to buy. We assume that the first-rate way to purchase our offerings is to order on the website. If you have any worry in our cooperation usually You can order us on Skype or Telegram.
24/7 Hours Reply/Please Contact
usawebmarketEmail: support@usawebmarket.com
Skype: usawebmarket
Telegram: @usawebmarket
WhatsApp: +1(218) 203-5951
USA WEB MARKET is the Best Verified PayPal, Payoneer, Cash App, Skrill, Neteller, Stripe Account and SEO, SMM Service provider.100%Satisfection granted.100% replacement Granted.
Improving profitability for small businessBen Wann
In this comprehensive presentation, we will explore strategies and practical tips for enhancing profitability in small businesses. Tailored to meet the unique challenges faced by small enterprises, this session covers various aspects that directly impact the bottom line. Attendees will learn how to optimize operational efficiency, manage expenses, and increase revenue through innovative marketing and customer engagement techniques.
Taurus Zodiac Sign_ Personality Traits and Sign Dates.pptxmy Pandit
Explore the world of the Taurus zodiac sign. Learn about their stability, determination, and appreciation for beauty. Discover how Taureans' grounded nature and hardworking mindset define their unique personality.
Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
Affordable Stationery Printing Services in Jaipur | Navpack n PrintNavpack & Print
Looking for professional printing services in Jaipur? Navpack n Print offers high-quality and affordable stationery printing for all your business needs. Stand out with custom stationery designs and fast turnaround times. Contact us today for a quote!
Remote sensing and monitoring are changing the mining industry for the better. These are providing innovative solutions to long-standing challenges. Those related to exploration, extraction, and overall environmental management by mining technology companies Odisha. These technologies make use of satellite imaging, aerial photography and sensors to collect data that might be inaccessible or from hazardous locations. With the use of this technology, mining operations are becoming increasingly efficient. Let us gain more insight into the key aspects associated with remote sensing and monitoring when it comes to mining.
"𝑩𝑬𝑮𝑼𝑵 𝑾𝑰𝑻𝑯 𝑻𝑱 𝑰𝑺 𝑯𝑨𝑳𝑭 𝑫𝑶𝑵𝑬"
𝐓𝐉 𝐂𝐨𝐦𝐬 (𝐓𝐉 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬) is a professional event agency that includes experts in the event-organizing market in Vietnam, Korea, and ASEAN countries. We provide unlimited types of events from Music concerts, Fan meetings, and Culture festivals to Corporate events, Internal company events, Golf tournaments, MICE events, and Exhibitions.
𝐓𝐉 𝐂𝐨𝐦𝐬 provides unlimited package services including such as Event organizing, Event planning, Event production, Manpower, PR marketing, Design 2D/3D, VIP protocols, Interpreter agency, etc.
Sports events - Golf competitions/billiards competitions/company sports events: dynamic and challenging
⭐ 𝐅𝐞𝐚𝐭𝐮𝐫𝐞𝐝 𝐩𝐫𝐨𝐣𝐞𝐜𝐭𝐬:
➢ 2024 BAEKHYUN [Lonsdaleite] IN HO CHI MINH
➢ SUPER JUNIOR-L.S.S. THE SHOW : Th3ee Guys in HO CHI MINH
➢FreenBecky 1st Fan Meeting in Vietnam
➢CHILDREN ART EXHIBITION 2024: BEYOND BARRIERS
➢ WOW K-Music Festival 2023
➢ Winner [CROSS] Tour in HCM
➢ Super Show 9 in HCM with Super Junior
➢ HCMC - Gyeongsangbuk-do Culture and Tourism Festival
➢ Korean Vietnam Partnership - Fair with LG
➢ Korean President visits Samsung Electronics R&D Center
➢ Vietnam Food Expo with Lotte Wellfood
"𝐄𝐯𝐞𝐫𝐲 𝐞𝐯𝐞𝐧𝐭 𝐢𝐬 𝐚 𝐬𝐭𝐨𝐫𝐲, 𝐚 𝐬𝐩𝐞𝐜𝐢𝐚𝐥 𝐣𝐨𝐮𝐫𝐧𝐞𝐲. 𝐖𝐞 𝐚𝐥𝐰𝐚𝐲𝐬 𝐛𝐞𝐥𝐢𝐞𝐯𝐞 𝐭𝐡𝐚𝐭 𝐬𝐡𝐨𝐫𝐭𝐥𝐲 𝐲𝐨𝐮 𝐰𝐢𝐥𝐥 𝐛𝐞 𝐚 𝐩𝐚𝐫𝐭 𝐨𝐟 𝐨𝐮𝐫 𝐬𝐭𝐨𝐫𝐢𝐞𝐬."
Explore our most comprehensive guide on lookback analysis at SafePaaS, covering access governance and how it can transform modern ERP audits. Browse now!
What are the main advantages of using HR recruiter services.pdfHumanResourceDimensi1
HR recruiter services offer top talents to companies according to their specific needs. They handle all recruitment tasks from job posting to onboarding and help companies concentrate on their business growth. With their expertise and years of experience, they streamline the hiring process and save time and resources for the company.
Skye Residences | Extended Stay Residences Near Toronto Airportmarketingjdass
Experience unparalleled EXTENDED STAY and comfort at Skye Residences located just minutes from Toronto Airport. Discover sophisticated accommodations tailored for discerning travelers.
Website Link :
https://skyeresidences.com/
https://skyeresidences.com/about-us/
https://skyeresidences.com/gallery/
https://skyeresidences.com/rooms/
https://skyeresidences.com/near-by-attractions/
https://skyeresidences.com/commute/
https://skyeresidences.com/contact/
https://skyeresidences.com/queen-suite-with-sofa-bed/
https://skyeresidences.com/queen-suite-with-sofa-bed-and-balcony/
https://skyeresidences.com/queen-suite-with-sofa-bed-accessible/
https://skyeresidences.com/2-bedroom-deluxe-queen-suite-with-sofa-bed/
https://skyeresidences.com/2-bedroom-deluxe-king-queen-suite-with-sofa-bed/
https://skyeresidences.com/2-bedroom-deluxe-queen-suite-with-sofa-bed-accessible/
#Skye Residences Etobicoke, #Skye Residences Near Toronto Airport, #Skye Residences Toronto, #Skye Hotel Toronto, #Skye Hotel Near Toronto Airport, #Hotel Near Toronto Airport, #Near Toronto Airport Accommodation, #Suites Near Toronto Airport, #Etobicoke Suites Near Airport, #Hotel Near Toronto Pearson International Airport, #Toronto Airport Suite Rentals, #Pearson Airport Hotel Suites
Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
Exploring Patterns of Connection with Social Dreaming
William Fry Employment Report 2013
1. Social Media in the Workplace
William fry
employment
report 2013
2. CONTENTS
• Foreword
• Key Findings
• Recruitment
• Ownership
• Productivity
• Brand Protection
• Disciplinary Issues
• Social Media Policy
• About the Research
• About William Fry
3. Welcome to the William Fry Employment Report 2013
which focuses on social media in the workplace.
Social media platforms such as LinkedIn, Facebook and
Twitter have revolutionised communication. There have
been many reports on social media in the workplace
internationally, but the Irish workplace has not been
extensively reviewed. We commissioned a survey to gain
an insight into how social media is being used in the
Irish workplace. The survey was conducted with 200
Irish based companies, both domestic and international,
and 500 employees.
The purpose of our report is to help employers manage
social media in the workplace effectively by pre-empting
and avoiding potential employment issues.
The overriding message for employers is the need to
implement a social media policy tailored to the needs
of their organisation, to review that policy regularly,
to ensure that employees are aware of the policy
and understand how it affects them and to enforce
it consistently.
We hope you find this report interesting and informative
and we welcome your feedback.
Alicia Compton
Employment & Benefits Partner
Phone: + 353 1 639 5376
Email: alicia.compton@williamfry.ie
Catherine O’Flynn
Employment & Benefits Associate
Phone: + 353 1 639 5136
Email: catherine.o’flynn@williamfry.ie
FOREWORD
This survey examined a number of areas arising from the use
of social media in the workplace, including its importance in
the recruitment process, its effect on productivity, disciplinary
issues and ownership of social media accounts and their
contents.
Our findings show that evidence on social media of bad
language or discriminatory views of job candidates influences
employers’ decision to hire. In relation to Recruitment we
consider the extent to which employers can screen the online
activity of job candidates.
Candidates are protected by the Employment Equality
legislation which prohibits discrimination on nine specific
grounds such as gender, sexual orientation, age and race.
An employer who checks the profiles of candidates on social
media platforms could be liable under this legislation if a
candidate can show that the reason he/she was not offered
a job was connected with material relevant to one of the
nine grounds and seen by the prospective employer on the
candidate’s social media account.
A key emerging challenge for employers is the Ownership of
social media accounts and/or contacts on those accounts.
The most significant challenge is what happens to work-
related contacts when the employee leaves the organisation.
61% of employees have work-related contacts on their
personal social medial accounts yet only 3% of employers
know what work-related social media contacts their employees
have. The question of ownership should be dealt with as early
on in the employment relationship as possible.
We also examine issues around productivity and whether
access to social media sites during work hours decreases
Productivity. While 47% of employees believe that access
to social media during working hours decreases productivity,
only 38% of employers agree. Issues regarding employee
productivity relating to the use of social media should be
treated in the same way as any other underperformance issue,
such as, by putting a performance improvement plan in place.
Businesses are turning to social media to enhance and
strengthen their brand. Social media facilitates online
relationships with potential customers or clients. To ensure
Brand Protection, employers should set out clear guidelines
on communications on social media and specify how
employees should report negative comments made about
the organisation.
Disciplinary Issues arise in connection with employees’
social media activity. Although 51% of employers and 40%
of employees say that activity on social media should be
treated differently if it takes place outside working hours,
the same considerations apply regardless of when the activity
takes place.
Employers may be held vicariously liable for acts of bullying
or harassment of employees carried out by their colleagues on
social media sites, even if the comments are posted outside
of working hours. It is not a defence for an employer to say
that those acts were carried out without their consent or
knowledge. It will be helpful to a defence, however, to show
that the employer took practical steps to prevent the act
complained of. A clear and comprehensive social media policy
which deals with appropriate conduct is key.
We have set out best practice for putting in place a Social
Media Policy and list the issues which should be addressed
when preparing a Social Media Policy. A social media policy
should be a considered policy which meets the needs of the
organisation to which it applies. It should cross refer to other
relevant HR policies. Given the speed of developments in this
area, the social media policy should be updated regularly and
effectively communicated to all employees.
key findings
4. - 4 -
RECRUITMENT
Our survey results indicate that employers
are influenced by evidence on social media
of discriminatory views and bad language
when it comes to job applicants. Social media
undoubtedly provides a significant resource
for recruiters in terms of sourcing candidates
but is it acceptable to use social media to
screen candidates?
Social media screening has become an issue
in other jurisdictions to the extent that several
US States have enacted legislation prohibiting
employers from requesting login details of the
social media accounts of job applicants.
There is no legislation prohibiting an
employer requesting login details in Ireland.
However, when an employer reviews a job
candidate’s social media accounts, two
issues should be considered.
Firstly, candidates are protected by the
employment equality legislation which
prohibits discrimination on the nine grounds
of gender, civil or family status, sexual
orientation, religious belief, age, disability,
race or nationality or membership of the
Traveller community. An employer could
be liable under equality legislation if a
candidate can show that the reason he/she
was not offered a job was connected with
material relevant to one of the nine grounds
and seen by the prospective employer on the
candidate’s social media accounts.
• If reviewing a candidate’s social
media accounts forms part of
an organisation’s recruitment
process, let candidates know
that this will take place, explain
what form it will take and why it
is considered necessary having
regard to the nature of the job.
• Ensure that information sourced
from social media is obtained
and retained in accordance with
data protection requirements.
• Ensure that any decision not to
recruit an individual is not based
upon any of the discriminatory
grounds covered by the
employment equality legislation.
Best Practice
86%
of employers say the use
of bad language on a
candidate’s social media
account would affect their
decision to hire
that candidate.
81%
of employers say they
would be put off by
inappropriate photos/
videos on a candidate’s
social media account.
82%
of employers would be
negatively influenced by
discriminatory views on
a candidate’s social
media account.
Secondly, data protection legislation and
guidance issued by the Data Protection
Commissioner suggests that employers must,
at a minimum, advise candidates that online
screening will take place, explain what form
it will take and why screening is considered
necessary having regard to the nature of
the job. Other data protection obligations,
including how a candidate’s personal data
gleaned in the screening process should
be stored and protected from unnecessary
dissemination must also be considered.
Screening
The UK’s first Youth Police and
Crime Commissioner, Paris Brown
(17), recently resigned from her post
following criticism of messages posted
by her on Twitter when she was aged
between 14 and 16.
The Police and Crime Commissioner
responsible for recruiting Ms Brown
has been criticised for not carrying
out checks on social media before
Ms Brown’s appointment. The
Commissioner has suggested that
such checks are likely to be part of
future recruitment processes.
5. - 5 -
OWNERSHIP
Ownership of social media accounts, and of
the contacts, friends or followers on those
accounts is an emerging issue for employers.
As the economy recovers and movement
increases within the job market these issues
will arise more frequently.
Customer or client facing employees often
set up social media accounts to reinforce
customer/client relationships and may be
encouraged to do so by their employer.
Employees can amass a significant number
of contacts, friends or followers on social
media accounts. Who owns those work
related contacts and social media accounts
and what happens to them when the
employee leaves the employment.
An employer cannot claim ownership over all
work related contacts simply because they are
work related. Disputes between employers and
employees regarding ownership of social media
material are governed by contract and common
law principles developed through case law.
There is no Irish case law on this issue to date,
however developing UK and US case law may
indicate the approach the Irish courts will take.
WHOSE CONTACT IS
IT ANYWAY?
The leading UK case involving
ownership of LinkedIn contacts is Hays
Specialist Recruitment (Holdings)
Limited v Ions (2008). Mr Ions left
Hays to set up a rival agency. Hays
suspected that Mr Ions was using
confidential information concerning
clients and contacts which he had
copied to his LinkedIn account during
his employment. A search of Mr Ion’s
e-mail account revealed that, during
his employment, Mr Ions had invited
two existing clients of Hays to join his
LinkedIn network.
When deciding on the claim brought
by Hays for breach of contract the
Court considered that an employee
recording client contact details
with a view to their future use in a
competing business was potentially a
breach of the employee’s employment
of employers allow
employees to store
work related contacts
on their personal social
media accounts.
8%
of employers know what
work related contacts their
employees have on
their personal social
media accounts.
3%
61%
of employees have work
related contacts on
their personal social
media accounts.
obligations. Essentially, while an
employer may authorise employees to
gather contact details on their LinkedIn
accounts that information is confidential
information, and remains the property
of the employer. This illustrates the
distinction between ownership of a
LinkedIn account and ownership of
the information contained within
that account.
The Court directed disclosure of those
contacts whose names and addresses
Mr Ions had taken from his work email
address book and all emails sent to or
received by his LinkedIn account from
the Hays computer network whilst Mr
Ions was an employee of Hays. He was
also ordered to disclose all documents,
including invoices and emails, evidencing
the use of the LinkedIn contacts and any
business names obtained from them.
6. - 6 -
of employers have discussed
with their employees the position
regarding work related contacts
on social media accounts upon
termination of employment.
17%
only
OWNERSHIP
After her employment was terminated,
Edcomm, using Dr Eagle’s LinkedIn
password, accessed the account and
changed the password so that Dr Eagle
could no longer access the account.
Edcomm then changed the account
profile to display Dr Eagle’s successor’s
name and photograph, although Dr
Eagle’s honours, recommendations
and connections were not deleted. For
several weeks thereafter, a search for Dr
Eagle on LinkedIn found the information
for her replacement instead.
The Court held in Dr Eagle’s favour and
pointed out that Edcomm, although
clearly concerned about its employees’
social media presence, did not have a
policy in place determining who owned
the accounts.
LOCKED OUT OF LINKEDIN
In March 2013, judgement was delivered
in a US case involving ownership of a
LinkedIn account. In Eagle v Edcomm,
Dr Eagle, former CEO of Edcomm, filed
a complaint alleging that Edcomm
hijacked her LinkedIn account after
her employment was terminated. While
Dr Eagle was CEO of Edcomm, she
established a LinkedIn account with
the encouragement and assistance of
Edcomm. She used this account to
promote Edcomm’s services, to foster
her professional reputation, to connect
with her family and to build social and
professional relationships.
7. - 7 -
We asked employers and employees to tell us who owned
the followers, contacts and friends on employees’ personal
social media accounts.
The results show two very different points of view and a
significant degree of uncertainty in the minds of employers
and employees.
• Deal with ownership of work
related contacts on employer or
employee owned devices and
social media accounts at the start
of the employment relationship.
• Set the boundary between
personal and professional
contacts and/or other important
business information.
• Amend contracts of employment
and staff handbooks so that
confidential information and post
termination restrictions capture
work related contacts on social
media accounts.
• Require employees not to add
work related contacts to personal
social media accounts or make
clear the basis on which they are
permitted to so do.
• Require employees to delete
work related contacts from
social media accounts on
termination of employment.
• Inform employees that they are
not permitted to hold themselves
out as employees on their social
media accounts once their
employment has ended.
I OWN
52%
UNSURE
47%
EMPLOYER
OWNS 1%
EMPLOYEE
OWNS 24%
EMPLOYEE
THINKS
I OWN
63%
UNSURE
31%
EMPLOYER
OWNS 6%
WE OWN
25%
UNSURE
61%
EMPLOYEE
OWNS 14%
EMPLOYEE
THINKS
EMPLOYER
THINKS
Twitter®
I OWN
37%
UNSURE
56%
EMPLOYER
OWNS 7%
WE OWN
29%
UNSURE
57%
EMPLOYEE
OWNS 14%
EMPLOYEE
THINKS
EMPLOYER
THINKS
Facebook®
Linked In®
Best Practice
UNSURE
61%
WE OWN
15%
EMPLOYER
THINKS
8. - 8 -
PRODUCTIVITY
81%
of employees access
social media sites
at work.
47%
of employers think that
social media access,
while at work, increases
workplace morale. 36% of
employees agree.
31%
of employees access
social media sites
multiple times a day
at work.
42%
of employers allow some
form of social media
access while at work.
Our survey indicates that 47% of employees
believe that access to social media during
work hours decreases productivity. It is
interesting that only 38% of employers agree.
As the majority of employees access social
media from personal devices while at work
there is limited value in imposing absolute
restrictions upon employees accessing social
media on employer-owned devices.
If an employer is concerned about an
employee’s productivity, whether it is
connected with suspected high levels of
social media use during the working day,
or for any other reason, these concerns
should be addressed through the
implementation of a performance
improvement plan.
• Set realistic guidelines for
employees regarding the
accessing of social media
sites at work irrespective
of whether on employer or
employee owned devices.
• Deal with concerns about
productivity due to suspected
social media usage at work
in the same way as any other
performance issue is dealt
with - by putting a performance
improvement plan in place.
ON AVERAGE
EMPLOYEESSPEND
56MINUTES
per working day
on social media sites.
Best Practice
9. - 9 -
Business is increasingly turning to social
media to enhance reputation and grow.
Social media provides unique opportunities
to connect and network with potential
customers or clients that were simply not
available before.
A key issue for employers is to identify how
employees will participate in this process
and to set out clear guidelines as to how,
what and by whom information relating to
the employer’s business is communicated
on social media. Employees should
be encouraged to report comments
concerning the business made on
social media to a central point within
their organisation.
The potential for an organisation to
interact negatively with customers and
clients on social media at a speed and on
a scale previously unimagined is also an
issue for employers.
BRAND PROTECTION
38%
of employees say they
would do nothing if they
came across negative
comments about their
employer on social
media sites.
56%
of employers encourage
their employees to report
negative comments.
• If employees are encouraged
or required to use business
social media accounts ensure
that account passwords
and login details are not
changed by employees
without permission.
• Define who is permitted to post
or comment on business social
media accounts.
• Consider whether postings
or comments need to be
monitored in advance to ensure
appropriate content.
• Ensure employees are clear
about what to do if they
read comments about the
organisation on social media.
• Ensure employees are not
permitted to post confidential
information on personal social
media accounts and are
clear as to what confidential
information means.
• Decide whether employees may
post work related photographs
or comments on personal social
media accounts.
of employers are not
concerned that confidential
business information
may be posted on social
media sites by employees.
73%
Best Practice
reputation risk
In a much viewed YouTube video,
an employee of a multi-national fast
food operation was seen preparing
a sandwich for delivery. It was clear
from the video and the accompanying
narrative by a co-worker that the
sandwich was being prepared without
regard to hygiene or food standards
and in a way that would be damaging
to the employer’s brand.
Within days of the video being posted
online it had been viewed more than
a million times. Both employees
were dismissed.
In a case involving a UK supermarket
chain, an employee was dismissed
for posting a video on YouTube of
colleagues having a fight with plastic
bags. The video clip was viewed by
eight people, three of whom were the
managers of the supermarket where
the employee worked and who took the
decision to dismiss the employee.
The Employment Tribunal held that
the dismissal was unfair since there
was no actual risk of reputational
damage to the supermarket.
10. - 10 -
Employers may have regard to employee
conduct which takes place on social
media sites. Conduct which is linked or
damaging to the employer, has an impact
upon the employee’s ability to do his/her
job or causes offence to other employees,
requires action. Although 51% of
employers and 40% of employees say
that activity on social media should
be treated differently if it takes place
outside of working hours, the same
considerations apply regardless of when
the conduct takes place.
When an employer is considering
taking disciplinary action against an
employee, the employee may say that
he/she thought their social media
account was private or that he/she has a
right to freedom of expression. In fact,
employees should not assume that posts
or comments will remain private given
the nature of the internet. In addition,
the freedom of expression enjoyed by
the employee must be balanced against
the right of the employer to protect their
reputation and to observe their duty
of care to other employees.
EMPLOYEE ACTIVITY ON
SOCIAL MEDIA
Kiernan v Awear (2007) was one of the first
Irish cases to raise the issue of social media
in the workplace. The case involved the
posting of comments by Ms Kiernan about
her branch manager on the social networking
site Bebo outside of working hours. The
remarks were brought to management’s
attention by a customer. Ms Kiernan, who
had a previously clean disciplinary record,
was dismissed for gross misconduct. On
appeal to the Employment Appeals Tribunal,
it was held that the sanction of dismissal was
disproportionate to the offence.
A different determination was made in
O’Mahony v PJF Insurances Limited (2010),
a case which also involved an employee
posting disparaging comments about the
employer and a director of the organisation
on her Facebook page. Ms O’Mahony was
dismissed and challenged the dismissal
in the Employment Appeals Tribunal.
The Tribunal held that the posts were
personally offensive to one of the directors
in particular and that the breach of trust was
so significant that Ms O’Mahony’s position
became untenable.
Employers may be vicariously liable
for acts of bullying, harassment or
discrimination of employees carried out
by their colleagues on social media sites.
It will not be a defence for the employer
to say that such acts were carried out
without their consent or knowledge. It
will be helpful to a defence however, to
show that the employer took practical
steps to prevent the act complained of
taking place. Key to this would be to
have in place a clear and comprehensive
social media policy which identifies and
requires appropriate conduct concerning
colleagues both during and outside of
working hours on social media sites.
As with any disciplinary matter with
which an employer must deal, sanctions
for misconduct in relation to social
media must be proportionate to the
circumstances and the disciplinary
process followed must be fair.
In Toland v Marks Spencer (2013)
Ms Toland was awarded €18,000
compensation in her claim for unfair
dismissal. Ms Toland had been dismissed
due to a breach of the organisation’s social
networking policy. In giving evidence to
the Tribunal, Ms Toland said that her
participation in the social networking sites
was limited and that she did not intend to
hurt or disrespect anyone. Ms Toland did
accept that by commenting on posts by
other staff members she did participate in
conversations regardless of her intentions.
As Marks Spencer could not provide the
witness who made the decision to dismiss
the employee at the hearing or any notes of
the disciplinary meeting, the Tribunal treated
the case as an uncontested unfair dismissal.
However, the Tribunal did accept that there
was some contribution to the dismissal
by Ms Toland as a result of her “careless
misuse of a social networking site and the
compensation awarded reflects this”.
Disciplinary Issues
11. - 11 -
VICARIOUS LIABILITY
The UK case of Otomewo v Carphone
Warehouse (2012) illustrates the
importance of having an effective
social media policy in place to deal
with claims of vicarious liability.
Mr Otomewo was a manager in a
Carphone Warehouse store. During
working hours, two of Mr Otomewo’s
colleagues took his iPhone without his
consent and used it to post a status
update on his Facebook page saying
“finally came out of the closet, I am
gay and proud”.
At a Tribunal hearing it was
acknowledged that Mr Otomewo was
not gay and that his colleagues did not
believe that he was gay. However, it
was accepted that the status update
caused Mr Otomewo embarrassment
and distress as it could be seen by his
friends and family.
The Employment Tribunal found that it
was reasonable for Mr Otomewo to be
embarrassed and distressed by the status
update on his Facebook page which was
unwanted and an unnecessary and an
unwarranted intrusion into his private life
on a public space amounting to sexual
orientation harassment. The Employment
Tribunal found that the comments were
made in the course of employment
and that Carphone Warehouse, as the
employer, was liable for such actions.
of employers
have
disciplined
employees
based on their
actions on
social media.
of employees
say their
organisation
has disciplined
employees
based on social
media activity.
21%
26%
• Ensure your social media policy
states what is/is not permitted
otherwise it will be difficult to
discipline an employee for any
social media policy breach.
• The social media policy should
cross refer to other relevant
HR policies.
• Before taking disciplinary
action against an employee,
consider whether there is a
work-related context and/
or whether the activity in
question actually affects
the work relationship
and/or impacts upon the
employer’s reputation.
• Regardless of what the
employee is thought to have
done, fair investigatory and
disciplinary procedures must
be followed.
• Adopt a consistent and
proportionate approach to
disciplinary sanction for
breach of social media policy.
Best Practice
12. - 12 -
SOCIAL MEDIA POLICY
Social media is an increasingly important
part of the personal lives of employees
and of business life and it is here to stay.
Employers should consider the issues
social media raises in their workplace and
regulate its use and application. Key to
this is to have a comprehensive, tailored
social media policy in place and to ensure
that employees read and understand it.
Where employees are required to use their
own devices for work the social media
policy should cover BYOD (Bring Your
Own Device). Irrespective of whether
employees use their own or employer
owned devices, employers should require
employees to use privacy and lock settings
to minimise the risk of unauthorised
access to those devices.
POLICY - WHY BOTHER?
In Walker v Bausch Lomb (2009) the
policy at issue was the employer’s intranet
usage policy. However, the deciding
point holds good for social media. In this
Irish case an employee posted to the
organisation’s intranet a message that had
serious implications in terms of publicity
and workplace industrial relations. The
employee was dismissed and challenged
the dismissal. The Employment Appeals
Tribunal found that the organisation’s
investigation was fair but that the
dismissal was not. A factor in the decision
was that there was no proof that the
employee had ever received or reviewed
the organisation’s intranet policy.
Crisp v Apple (2011) is a UK case
concerning Mr Crisp who worked at
an Apple store and posted derogatory
comments on his Facebook page about
his work and certain Apple products.
These comments were brought to the
attention of Mr Crisp’s manager.
Mr Crisp was dismissed for gross
misconduct and challenged his
dismissal. The Employment Tribunal
in the UK upheld the dismissal.
In arriving at its decision, the Employment
Tribunal was influenced by the fact that
training and policies on the use of social
media had been provided to Mr Crisp by
his employer.
43%
of employees are
unsure whether their
organisation has a social
media policy.
84%
of employers say that
social media is important
to their organisation.
Only 51%
of employers have a
social media policy.
13. - 13 -
Employers-
Is your policy
very well
understood
by employees?
51%
NO
49%
YES
Employees-
Do you fully
understand your
organisation’s
social media
policy?
47%
NO
53%
YES
Of the employees who are
required to use personal
devices for work, 60% say
that their employer does not
have a BYOD policy in place.
3%
1%
10%
16%
21%
36%
46%
Poster
Update of
Contract
Word of Mouth
Manual
Internet
Training
Email
How is your organisation’s social media policy
communicated to employees?
14. - 14 -
• Define the scope - apply it to
personal and professional use
on personal and work devices;
cover activity inside and outside
working hours.
• Set realistic guidelines regarding
usage during work hours -
consider allowing social media
access in moderation once it does
not affect productivity; confirm
that excessive use of social
media during working hours may
constitute misconduct.
• Provide guidelines for employee
communications in social media
- advise employees to keep
personal and work-related social
media activities separate; state
that employees are personally
responsible for their posts; advise
employees to think before they
engage and be mindful of third
parties’ rights; inform employees
of the need to use privacy
settings/lock devices.
• Cross refer to other relevant
workplace policies - e.g. disciplinary,
bullying and harassment, equality,
email and internet and data
protection.
• Address confidential/sensitive
information i.e. - remind employees
they must not discuss clients,
business partners or colleagues
without permission outside the
organisation or post any information
that is not public.
• Reputation management - confirm
what employees should do if they
see any inaccurate or negative
comments about the organisation
on social media.
• Ownership - confirm whether the
organisation has a proprietary
interest in any accounts and/or
information generated by employees
on social media.
• Address consequences - confirm that
failure to adhere to the social media
policy may lead to disciplinary action.
policy guidelines
We have set out a number of key guidelines which we recommend including in your organisation’s
social media policy.
• Implement a social media
policy based upon actual
business needs, bearing in
mind what role social media
has to play in the business.
• Ensure the social media
policy is reviewed regularly
as developments may quickly
render it out of date.
• Include the employer’s
position on BYOD where
employees are required or
permitted to use their own
devices for work.
• Ensure the social media
policy is communicated
effectively to all employees.
Retain proof that it has
been received, read
and understood.
Best Practice
15. - 15 -
The research upon which this report is based was undertaken by Amárach Research.
Two separate surveys were conducted, one among employers and one among employees
of organisations operating in Ireland and of a size of 50 employees or more. A range of
questions relating to social media in the workplace were asked of both groups to allow for
an employer and employee perspective to be captured. A total of 200 employers were
surveyed via telephone interviews and 500 employees were interviewed online. All
interviewing was conducted in February 2013.
Amárach Research is a full service market research and consultancy firm operating in
Ireland since the 1980’s. Amárach Research is proud to be fully Irish owned, run and
wholly independent. Amárach provides a range of research and consultancy services for
blue chip and public sector clients who are seeking to gain a competitive advantage through
understanding their customers and markets in more detail. Amárach Research brings clarity
to complex issues through best in class research and analytic methods.
ABOUT THE RESEARCH
16. - 16 -
William Fry is a leading full service Irish law firm with offices in Dublin, London, New York
and Mountain View, California. Our client-focused service combines technical excellence
with commercial awareness and a practical, constructive approach to business issues. We
advise leading domestic and international corporations, financial institutions and government
organisations. We regularly act on complex, multi-jurisdictional transactions and commercial
disputes. Strong client relationships and high quality advice are the hallmarks of our business.
Our Employment Benefits Team is one of the largest employment law practices in Ireland.
Our areas of expertise include:
• Advising on all legal issues relating to the employment relationship
• Representing clients before courts and tribunals in discrimination claims, unfair dismissal
cases, breach of contract actions, injunction proceedings and prosecutions
• Industrial relations
• Advising on employment and pension issues in business sales, group reorganisations,
insolvencies and outsourcings
• Advising on all aspects of pensions law for employers, trustees, pension product providers
and individuals
• Employee share plans
• Providing bespoke employment law training sessions for HR personnel
• Advising on health and safety matters
Our clients include many leading multinational and Irish companies, pension scheme trustees
and public sector organisations. Our team has advised on the employment and pensions aspects
of many of the major corporate transactions in Ireland in recent years. We have successfully
represented clients in a number of High Court and Supreme Court cases in which the judgments
handed down have clarified key points of Irish employment law.
Recent directory commentary includes:
“Practice head Boyce Shubotham is ‘tactically astute in all his dealings’, Maura Roe ‘remains
calm and focused’, and Alicia Compton is ‘excellent’.” (Legal 500 EMEA, 2013)
“A well-connected practice that really tries to understand its clients. I have yet to give the lawyers
a scenario which has stumped them - you can always find an expert in your area.” (Chambers
Europe, 2013)
“William Fry is fabulous. It understands the issues clients face and ensures transactions progress
smoothly...” “everyone we deal with is just superb. We value the team’s judgement and view them
as colleagues” (Chambers Europe, 2012)
“William Fry’s ‘first class’ team is capable of ‘devising and delivering a solution’ that clients are
happy with.” (Legal 500 EMEA, 2012)
Boyce Shubotham
Partner
T. +353 1 639 5362
E. boyce.shubotham@williamfry.ie
Alicia Compton
Partner
T. +353 1 639 5376
E. alicia.compton@williamfry.ie
Maura Roe
Partner
T. +353 1 639 5246
E. maura.roe@williamfry.ie
Michael Wolfe
Partner
T. +353 1 639 5204
E. michael.wolfe@williamfry.ie
Liam Connellan
Partner
T. +353 1 639 5110
E. liam.connellan@williamfry.ie
Catherine O’Flynn
Associate
T. +353 1 639 5136
E. catherine.oflynn@williamfry.ie
Aisling Butler
Associate
T. +353 1 639 5178
E. aisling.butler@williamfry.ie
Lorna Osbourne
Assistant
T. +353 1 489 6408
E. lorna.osbourne@williamfry.ie
CONTACT
Maryrose Dillon
Associate
T. +353 1 489 6520
E. maryrose.dillon@williamfry.ie
Louise Harrison
Associate
T. +353 1 489 6580
E. louise.harrison@williamfry.ie
Louise Moore
Assistant
T. +353 1 489 6526
E. louise.moore@williamfry.ie
Ciara Ruane
Assistant
T. +353 1 489 6644
E. ciara.ruane@williamfry.ie
Nichola Harkin
Assistant
T. +353 1 489 6616
E. nichola.harkin@williamfry.ie
Mary Greaney
Assistant
T. +353 1 639 5358
E. mary.greaney@williamfry.ie
Anne O’Connell
Associate
T. +353 1 639 5286
E. anne.oconnell@williamfry.ie
ABOUT WILLIAM FRY
Follow us on twitter @WFEmploymentLaw
17. - 17 -
A selection of the clients of our Employment Benefits Team
“A well-connected practice that really tries to understand its clients. I have yet to give the lawyers a
scenario which has stumped them – you can always find an expert in your area.”
Chambers Europe, 2013