Don’t Forget to Update Your Web-Use Policy

Wednesday, November 4th, 2009

There has been a lot of buzz surrounding the use of social networks, i.e., Facebook, Twitter, LinkedIn, etc.,  in the workplace recently.  This is a great reminder to all organizations to take a look at their current Web-use policies and update them.

Reuters covered a recent seminar put on by LeClairRyanon covering “Key Issues in Labor & Employment Law,” where the importance of a policy for social networks was discussed.  The speaker, Joseph P. Paranac, a shareholder in LeClairRyan’s Labor and Employment Group, stated, “Inappropriate and unwise use of online social networking sites like Facebook and Twitter is a growing source of liability risk for employers, including discrimination, defamation and retaliation claims.”

He went on to offer some Web-use policy suggestions for employers.

“In order to have a successful policy on the use of social networking sites, Paranac told the audience, employers should stipulate that:

  • Employees may not comment or use any confidential information about the employer or discuss internal matters.
  • Use of online social networks should be limited to non-working hours, unless the use is for legitimate business purposes.
  • Employees’ comments should not be discriminatory or harassing.
  • Similarly, they should not be disparaging or defamatory to the employer’s business.

The veteran attorney also offered the following elements of a successful Internet and e-mail policy:

  • Employees should be trained on electronic communications equipment parameters and prohibitions.
  • All business systems and company-issued electronic communication equipment and data belong to the employer.
  • Systems and equipment must be used for appropriate and lawful business purposes only.
  • Employee use is subject to review/monitoring by the employer and employees who use employer equipment have no expectation of privacy.
  • Use of systems and equipment for harassment, discrimination, or defamation is strictly prohibited.
  • Disclosure of employer confidential information is strictly prohibited.
  • Warn employees of the penalties or policy violations.
  • Obtain a signed acknowledgment of employee receipt of policy.
  • Include a procedure for reporting violations.
  • Enforce the policy!”

Read the full article: TWEET: ‘I’m About to Testify in My Defamation Case!’

Wavecrest Now Using Twitter to Keep You Updated

Friday, March 20th, 2009

We recently created a Twitter account to help keep you updated on product and industry developments.  Tweets include updates on CyBlock and Cyfin’s latest product releases, technical and usage tips, and company and industry news on Internet usage issues that affect businesses and schools.  This includes Internet-related news that addresses current bandwidth concerns, productivity losses, legal liability and security threats.

Follow us on Twitter at https://twitter.com/WavecrestNet.