HR Management: Do you terminate an employee for “inappopriate” social media posts? 86% of employers will. Do you have a written policy?

As a human resources professional, it’s important to stay informed about the latest trends and best practices in the field. One topic that has been gaining a lot of attention in recent years is the use of social media by employees and the potential impact it can have on the workplace.

A recent survey[1] conducted by Express Employment Professionals found that 86% of Canadian employers would fire an employee for inappropriate social media posts. This begs the question: Do you terminate an employee for “inappropriate” social media posts? Do you have a written policy?”

The rise of social media has brought with it new challenges for HR professionals. On the one hand, it can be a powerful tool for building a positive company culture and engaging with employees. But on the other hand, it can also be a liability if employees use it to post content that damages the company’s reputation, reveals confidential information, or otherwise undermines the company’s values and goals.

In this post, we’ll take a closer look at the issue of inappropriate social media posts and how HR professionals can ensure they have a social media policy in place to protect their company and its employees.

• Do you need help revising or writing your social media policy for your team? Contact the experts at Pivotal HR Management Solutions>>

Types of Inappropriate Posts

There are a number of different posts that can be considered “inappropriate” when it comes to employee use of social media. These include posts that harm the company’s reputation, disclose confidential information, promote or reference illicit drug use, violate the company’s social media policy, or promote or reference underage drinking.

Posts that damage the company’s reputation

Negative social media posts about a company, its products or services, or its employees can be a significant liability. They can erode customer confidence, harm partnerships with suppliers and vendors, and result in a negative public perception of the company. These types of posts can cause irreparable harm to a company’s reputation, so HR professionals must be aware of them.

Posts that reveal confidential company information

Social media can be a valuable tool for sharing information, but it also makes it easy for employees to share confidential information. This can include trade secrets, financial data, and other sensitive information that, if compromised, could put the company at risk. As an HR professional, it is essential to educate employees on the types of information that should never be shared on social media.

Posts that showcase or mention illegal drug use

Social media posts depicting or discussing illegal drug use can tarnish a company’s reputation and that of its employees, as well as put the organization at risk of legal action. This type of post can cause legal issues for the company, so HR professionals need to be aware of it.

Posts that violate the company’s social media policy or contract

Many companies have guidelines governing how employees can use social media while representing the organization. Posts that violate these guidelines can sometimes result in confusion, mistrust, and other negative outcomes. As an HR professional, it is essential to ensure that employees are aware of and complying with the company’s social media policy.

Posts that showcase or mention underage drinking

Social media posts depicting or discussing underage drinking can create a negative impression of the company and its employees, as well as expose the company to legal liability[2]. This type of post can result in potential legal issues for the company, as such HR professionals should be aware of it.

It is important to point out that these types of posts are not limited to the examples provided; posts that are racist, sexist, or discriminatory in nature can also be considered “inappropriate.” As an HR professional, it is essential to stay up to date on the latest trends in social media use and to make sure that employees are aware of the types of posts that may be deemed inappropriate.

Impact on Job Applications

The survey also found that 65% of Canadian companies use social media to screen job applicants. This means that what a job candidate posts on their social media can have a significant impact on their chances of getting hired. Some employers use social media screening[3] as a way to get a better sense of a candidate’s qualifications and fit for the company culture. Others use it to identify red flags, such as posts that reveal a lack of professionalism, poor judgment, or other negative qualities.

However, using social media to screen job applicants has its potential risks. For example, it can be seen as a violation of privacy, and it can also lead to discrimination against certain groups of people, such as those from certain racial or socioeconomic backgrounds. Job seekers also don’t agree with this concept, with 61% of them believing that a candidate’s social media should not impact their chances of being hired for a position.

As an HR professional, it’s important to consider the potential risks and drawbacks of using social media to screen job applicants. While it can be an effective way to gain insight into a candidate’s qualifications and fit for the company, it’s important to ensure that the screening process is fair, objective, and in compliance with all applicable laws and regulations.

Importance of a Social Media Policy

One of the most effective ways to ensure that employees use social media in a way that is consistent with the company’s values and goals is to have a written social media policy[4] in place. However, the survey conducted by Express Employment Professionals found that only 18% of Canadian companies have a written social media policy for their team.

Having a social media policy in place can help to protect the company and its employees in several ways. It can provide clear guidelines on what types of posts are considered appropriate and inappropriate, and it can also help to ensure that employees are aware of the potential risks of using social media and how to use it in a responsible and professional manner.

A social media policy can also help to protect the company against legal action, as it can be used to demonstrate that the company has taken steps to prevent inappropriate social media posts by its employees.

When creating a social media policy, it’s important to consider

• The types of posts that are considered appropriate and inappropriate
• How the policy will be enforced
• The potential risks and benefits of using social media
• How the policy will be communicated to employees
• How the policy will be updated and reviewed over time.

It’s also a good idea to consult with legal and other experts to ensure that the policy is compliant with all applicable laws and regulations.

Best practices for managing employee’s social media activity

As an HR professional, it’s important to have a plan in place to manage and monitor employee’s social media activity. Here are a few best practices to keep in mind:

• Encourage employees to think before they post. Remind them of the potential risks and consequences of sharing inappropriate content on social media.
• Establish clear guidelines and expectations for social media use. Make sure that employees understand the company’s social media policy and the types of posts that are considered inappropriate.
• Provide training and resources to help employees understand how to use social media in a professional and responsible manner.
• Monitor and review employee’s social media activity. This can be done manually or through the use of social media monitoring tools.
• Take appropriate action when necessary. If an employee posts inappropriate content, take action to address the issue and prevent it from happening again in the future.

By following these best practices, HR professionals can help to mitigate the risks associated with employee’s social media activity and ensure that the company’s reputation and confidential information are protected.

It’s also important to consider the legal aspect of it and ensure that the social media policy is compliant with all the legal requirements and that the company is not in violation of any laws.

It’s also important to keep in mind that social media use is constantly evolving, and the company’s social media policy should be reviewed and updated regularly to reflect the latest trends and best practices.

Key Takeaways: 86% of Canadian employers will terminate…

The use of social media by employees can create a number of challenges for HR professionals. A recent survey conducted by Express Employment Professionals found that 86% of Canadian employers would fire an employee for inappropriate social media posts.

It’s important for HR professionals to be aware of the types of posts that are considered inappropriate and to ensure that they have a social media policy in place to protect the company and its employees.

Having a written social media policy in place can help to provide clear guidelines on what types of posts are considered appropriate and inappropriate and can also help to ensure that employees are aware of the potential risks of using social media and how to use it in a responsible and professional manner.

Do you need help writing or revising your social media guidelines for your team? As the HR Management experts at Pivotal:

SOURCES

[1] HR Reporter “9 in 10 employers will fire employees for inappropriate posts”>>

[2] “51 percent of employers reject candidates based on social media”>>

[3] “8 steps to minimize risk when conducting reputation and character screening”>>

[4] “Don’t ignore social media policy>>