Social Media in the Workplace
SOCIAL MEDIA IN THE WORKPLACE
We help you navigate the relationship between technology and the law, providing insights for managing your workplace in a social world.
Social media statistics are overwhelming: the majority of recruiters use social media to find candidates, most Fortune 500 companies are active on Twitter and over a billion people are on Facebook.
As employers expand their use of technology and social strategies, questions abound:
- Should you restrict employee use of social media, and how?
- How can you best encourage your employees to be brand ambassadors to create meaningful dialogue with loyal customers?
- What happens if a customer or former employee smears your business online?
- What should you do if you discover proprietary or confidential information on a social profile?
We’re charting the course in this new and evolving space, clearing a path to keep the legal issues from standing in the way of using social media to promote your brand.
Who we work with
- All employers, large and small (even if an employer isn’t using social media, its employees are)
- Service providers who utilize technology and the internet for internal or external investigations
- Vendors developing and selling social media products and services
- PR and crisis planning agencies who respond to social media disasters
We have assisted companies in all facets of managing social media in the workplace, including:
- Crafting social media policies that address:
- the use of social media in the hiring process
- employee use of social media as it relates to and impacts the employer and its brand
- employee management of and engagement with the company’s external social media presence (e.g., a company’s own Facebook and Twitter pages)
- Guiding clients through the decision-making process for disciplining employees who misuse use social media in a way that impacts the company’s brand
- Advising technology companies on the lawfulness of certain features in new products, apps, social communication platforms or services intended for use in the employment context
- Training employees—including management and human resources—on the employer’s social media policies and practices
- Making sure employers are aware of their employees’ privacy rights as they relate to technology
- Counseling clients on complying with existing and emerging statutory, regulatory and case law guidance on social media, including the Genetic Information and Nondiscrimination Act, Financial Industry Regulatory Authority regulations, the growing body of guidance from the National Labor Relations Board and federal and state employee privacy rights
- Drafting discovery requests in litigation specifically regarding access to information from individual plaintiffs’ social media
- Watch Those Tweets: The EEOC Looks at Social Media
Wall Street Journal At Work Blog | March 18, 2014
This article quotes San Francisco Labor & Employment associate Renée Jackson, who was among the featured panelists in an Equal Employment Opportunity Commission hearing in Washington, DC, focused on the use of social media in the workplace.
- No Firing After Facebook Post, NLRB Tells Tour Bus Company
Reuters | May 8, 2013
San Francisco Labor & Employment associate Renée Jackson discusses the National Labor Relations Board’s focus on social media as illustrated by a recent ruling that a tour bus guide was unlawfully fired from his job after complaining about working conditions in a Facebook post.
- Social Media and Employment
C-SPAN | May 6, 2013
San Francisco Labor & Employment associate Renée Jackson is among the featured panelists who spoke about the privacy, social, and policy implications that arise when employers use social media to gather personal data of potential employees during the hiring process.