ACAS has introduced new advice on the use of social media and social networking in the workplace. The guidance explores the issues, rules and guidelines for employers and employees, including cyber bullying, disciplinary procedures and implementing a social media policy.
Social media is the term used for internet-based tools used on computer, tablets, and smart phones to help people keep in touch and enable them to interact. It allows people to share information, ideas and views.
Social media can affect communications among managers, employees and job applicants; how organisations promote and control their reputation; and how colleagues treat one another. It can also distort what boundaries there are between home and work.
According to ACAS, some estimates report that misuse of the internet and social media by workers costs Britain's economy billions of pounds every year and add that many employers are already grappling with issues such as time theft, defamation, cyber bullying, freedom of speech and the invasion of privacy.
The guidance looks at the legal considerations and how employers need to create a policy setting out what is and what is not acceptable behaviour at work when using the internet, emails, smart phones and networking websites. The policy should also give clear guidelines for employees on what they can and cannot say about the organisation. Any policy should be clear throughout about the distinction between business and private use of social media. If it allows limited private use in the workplace, it should be clear what this means in practice.
When working out a policy for use of social media, the employer, staff and unions or staff reps (if there are any) should agree the details. The policy should aim to ensure employees do not feel silenced, staff and managers feel protected against online bullying and the organisation feels confident its reputation will be guarded.
For more detailed guidance on disciplinary procedures, blogging and Tweeting and using email at work, go to the ACAS guidance.