As companies rush to establish a social media presence…there are three simple steps that a company should take to protect itself now.
The growing prevalence of social media has increased the risk of compliance violations occurring more broadly and quickly than ever before.
Ask risk managers to provide a succinct definition of risk and you are bound to get as many different responses as respondents to this question.
Most companies haven’t come to grips with the compliance risks of brand-owned social media infrastructure….
Employers frequently use restrictive covenant agreements to prevent their employees from competing for a certain period after employment…
The various issues created by Facebook, LinkedIn, and other similar platforms lead to constant requests for input by management-side employment lawyers.
The need to comply with a variety of legislation when using social media and other collaboration tools has always been there, but like the recent EU directive regarding cookies on websites, most organisations have chosen to bury their heads in the biscuit barrel. However, with the changes to the EU directive on data protection under discussion and the threat of fines up to 2% of global turnover to give the legislation some teeth, now is a good time for organisations to step back and consider the longer term issues of enabling collaboration technologies whilst remaining compliant.
While specific social media guidelines may not yet be available from the government, hospitals can nonetheless work with counsel to make sure their approaches to social networking comply with the spirit and letter of applicable regulations to the greatest possible extent. This is a far-better approach than saying, in effect, “We don’t have guidelines yet, so let’s just ignore this and hope for the best.”
Have you developed a social media policy? What about training and educating employees about acceptable social media use? If you answered no to either question, you could be in trouble.
Recent rulings have emphasized the need for a comprehensive social media policy. In the NLRB’s Report to the General Counsel issued earlier this year, the NLRB compiled a second series of social media cases and analyzed each of the decisions.
Employers are increasingly turning to Facebook and other social networking sites to pre-screen new hires. A survey conducted by CareerBuilder in 2009 found that 45 percent of employers were looking at applicants’ social networking pages during the hiring process. The percentage of employers using social media sites for screening is almost certainly even higher in [...]