The answer is yes! Social media are rooted in our society and as a result have found their way into the workplace. You cannot escape the fact that Twitter, Facebook and LinkedIn are regularly used. Regardless of whether social media makes a positive contribution to your business, for instance by setting up social media platforms for marketing activities or for recruiting new employees, there might also be a downside. Due to the tremendous reach of social media, one single negative message from an employee could have a huge impact on the excellent reputation of your business. Banning social media in an employment relationship would be unrealistic due to the digitisation of the workplace and the mass use of smartphones. As an employer, we would recommend that you regulate the use of social media by implementing a social media code of conduct.
THE CONTENTS OF A SOCIAL MEDIA CODE OF CONDUCT
A social media code of conduct stipulates in what manner your business expects employees to use social media during their employment relationship. You can also impose sanctions for violations of the social media code of conduct. Similarly, if you want to have the opportunity to monitor employees, you should include this in the code of conduct.
Imposing sanctions and conducting performance checks is in principle unauthorized if these are not included in a code of conduct.
LEGAL ICT SERVICES
Legal ICT provides tailor-made social media codes of conduct and willbe pleased to review existing codes of conduct and revise them where necessary. If you need a tailor-made social media code of conduct, simply contact one of our legal advisors.
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Send an e-mail to: email@example.com or call us at: +32 (0)2 535 77 55. You can also use the form below: one of our legal advisors will get back to you very soon.
Your clients or users themselves are liable for the information they publish on line. However, if the nature of the information is “manifestly’ unlawful, you yourself may be held liable by the complainant.
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