7 Responses

1. Social Media

   Absolutely critical to address within training courses and beyond – since the case of Price v Weatherspoon, there have been numerous Facebook cases which the employer has invariably won even though many entries were made by staff in their spare time. Additionally, the disgsting racist and other detrimental Twitters(some resulting in custodial offences for the bone headed individuals involved) makes this an essential component in any training courses which capture equality laws, diversity issues and inter alia bullying and harassment awareness training. The concept of environmental harassment and other issues linked to vicarious liability, the duty of care and indeed changing burden of proof regulations make this an issue that is going to grow and gow. A very timely question!

    

   QED Training qedworks.com

2. However…..

   ….Dominic’s answer probably also goes some way to explaining why many companies/organisations simply put a blanket ban on all social media from the point of view of work; it potentially opens up an almost bottomless pit  of employer responsibility and cost. 

    

   Rus Slater

3. Social Media

   Absolutely Rus but other UK employers have developed sound protocols for use of social media -and that can be a win-win as can any sound communication medium. But sadly, as you say, others have had to pull the shutters down!

    

   QED Training qedworks.com

4. So is it better to ban it?

   Isn’t Any Answers a form of social media?

   Do we only allow professional responses?

   Does it matter if it’s a corporate response or the individual?

   The best corporate accounts have an individual voice where the tweeter identifies themselves and adds thir personality to the stream.  If the choice is that with occasional mistakes, bland corporate noise I guess many would accept the individualistic accounts.

5. Social Media

   No not a blanket ban.If I may say so,I think you just answered your own excellent question when you initiated the post.It is about training and communicating around the age old mantra that governs all employment law/contract situations – what is reasonable,practical and proportionate? And if those slippery words are to have objective meaning then the training and the on going dialogue with staff etc must be based/rooted in the culture and business needs of that given organisation. G K Chesterton once said "if you want to make something real,make it local." A reminder in the context of your timely – very timely – question that every case will turn on its merits.

    

   QED Training qedworks.com

6. So is training required?

   Or just asking users to be  reasonable, practical and proportionate?

7. social media

   Sorry if I was not clear.But in last response I was trying to say YES! It is essential in my view but not vacumn packed away from what goes on after the course AND with tangible links made to other policies, eg dignity at work/customer care as employment contracts for staff and service delivery agreements with those you serve.I suppose I would say YES because our course diary these  last six months have either demanded from 2 private clients 2 half day seminars or longer courses from private and public sector clients(3)  linked to Employment Law – rights and responsibilities.

   Regards

    

   Dominic

    

   QED Training qedworks.com