Whether you have one employee or hundreds, in today’s electronic world, you should assume that your employees are using some type of social media in their personal lives, and likely in their professional lives too.  Are you?  Is your company or organization taking advantage of social media marketing such as Facebook, Twitter, You Tube, LinkedIn or professional blogs?   If so, this usage can have legal and other ramifications if you do not have set terms and conditions of using social media in the workplace.    Just as you likely have an employee handbook or policy manual containing  policies such as paid time off, benefits and  codes of conduct, it’s time to implement a social media policy in the workplace as well.

Jay Becker, labor and employment lawyer and Chair of the Labor and Employment Law Practice Area from the New Jersey based law firm of  Giordano, Halleran & Ciesla , shares his knowledge and experience on how social media can have certain legal ramifications if used (properly and improperly) in the workplace, and how employers should govern such usage. His interview on my show 30 Minute Business Dig on Blog Talk Radio is below. Jay answers questions about why an employer should have a social media policy, what should be included in a social media policy, and the practical and realistic use of social media in the workplace.  Listen to this informative interview and tell us what you think in the comments below.

Related articles

• NLRB General Counsel Releases Memo Providing Guidance to Employers & Employees on Workplace Social Media Use (adlerlaw.wordpress.com)

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