{"id":33,"date":"2009-11-04T10:56:02","date_gmt":"2009-11-04T14:56:02","guid":{"rendered":"http:\/\/blog.wavecrestcomputing.com\/?p=33"},"modified":"2010-05-17T14:12:46","modified_gmt":"2010-05-17T18:12:46","slug":"dont-forget-to-update-your-web-use-policy","status":"publish","type":"post","link":"https:\/\/blog.wavecrest.net\/index.php\/dont-forget-to-update-your-web-use-policy\/","title":{"rendered":"Don&#8217;t Forget to Update Your Web-Use Policy"},"content":{"rendered":"<p>There has been a lot of buzz surrounding the use of social networks, i.e., Facebook, Twitter, LinkedIn, etc.,\u00a0 in the workplace recently.\u00a0 This is a great reminder to all organizations to take a look at their current Web-use policies and update them.<\/p>\n<p>Reuters covered a recent seminar put on by LeClairRyanon covering &#8220;Key Issues in Labor &amp; Employment Law,&#8221; where the importance of a policy for social networks was discussed.\u00a0 The speaker, Joseph P. Paranac, a shareholder in LeClairRyan&#8217;s Labor and Employment Group, stated, &#8220;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.&#8221;<\/p>\n<p>He went on to offer some Web-use policy suggestions for employers.<\/p>\n<blockquote><p>&#8220;In order to have a successful policy on the use of social networking sites, Paranac told the audience, employers should stipulate that:<\/p>\n<ul>\n<li>Employees may not comment or use any confidential information about the employer or discuss internal matters.<\/li>\n<li>Use of online social networks should be limited to non-working hours, unless the use is for legitimate business purposes.<\/li>\n<li>Employees&#8217; comments should not be discriminatory or harassing.<\/li>\n<li>Similarly, they should not be disparaging or defamatory to the employer&#8217;s business.<\/li>\n<\/ul>\n<p>The veteran attorney also offered the following elements of a successful Internet and e-mail policy:<\/p>\n<ul>\n<li>Employees should be trained on electronic communications equipment parameters and prohibitions.<\/li>\n<li>All business systems and company-issued electronic communication equipment and data belong to the employer.<\/li>\n<li>Systems and equipment must be used for appropriate and lawful business purposes only.<\/li>\n<li>Employee use is subject to review\/monitoring by the employer and employees who use employer equipment have no expectation of privacy.<\/li>\n<li>Use of systems and equipment for harassment, discrimination, or defamation is strictly prohibited.<\/li>\n<li>Disclosure of employer confidential information is strictly prohibited.<\/li>\n<li>Warn employees of the penalties or policy violations.<\/li>\n<li> Obtain a signed acknowledgment of employee receipt of policy.<\/li>\n<li>Include a procedure for reporting violations.<\/li>\n<li>Enforce the policy!&#8221;<\/li>\n<\/ul>\n<\/blockquote>\n<p>Read the full article: <a href=\"https:\/\/www.reuters.com\/article\/pressRelease\/idUS135742+03-Nov-2009+PRN20091103\" target=\"_blank\">TWEET: &#8216;I&#8217;m About to Testify in My Defamation Case!&#8217;<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"<p>There has been a lot of buzz surrounding the use of social networks, i.e., Facebook, Twitter, LinkedIn, etc.,\u00a0 in the workplace recently.\u00a0 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 &#8220;Key Issues in [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[205,72,37,16],"tags":[119,125,6,127,499,126,124,85],"class_list":["post-33","post","type-post","status-publish","format-standard","hentry","category-industry-news","category-legal-liability","category-productivity-concerns","category-web-use-management","tag-employee-web-use","tag-facebook","tag-internet-monitoring","tag-labor-and-employment-law","tag-legal-liability","tag-linkedin","tag-social-networks","tag-twitter"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.2 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Don&#039;t Forget to Update Your Web-Use Policy - Wavecrest Blog<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/blog.wavecrest.net\/index.php\/dont-forget-to-update-your-web-use-policy\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Don&#039;t Forget to Update Your Web-Use Policy - Wavecrest Blog\" \/>\n<meta property=\"og:description\" content=\"There has been a lot of buzz surrounding the use of social networks, i.e., Facebook, Twitter, LinkedIn, etc.,\u00a0 in the workplace recently.\u00a0 This is a great reminder to all organizations to take a look at their current Web-use policies and update them. 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