Social Media
Monitoring your usage
• Employers have a right to monitor their computing system usage:– E-mail– Phone– Internet usage– Accessing social media using the employer’s
resources.
Monitoring
• Your employer may be looking for how you use social networking media.– What are you saying on the blog-sphere, twitter,
facebook, etc about• Your fellow employees• Company management• Clients• Competitors
Legal Precedent
• Company-provided computing resources belong to your employer. They have a right to monitor your usage of those resources.
Employment Termination
• Inappropriate usage of company supplied resources could result in termination
Recommendation
• Disclosure: Every employer should inform their employees that the employee’s resource usage could be monitored at anytime.
The Life of E-mail
• Once you send an e-mail, …– It may get forwarded to unintended recipients– It may get backed-up and have a permanent life
time.– You could end up sending it to the wrong person.– E-mail can be subpoenaed.
Social Media
• What are your rights when it comes to posting information using non-employee based resources?
Social Media
• You can write anything you want and post it to a blog, twitter, facebook, etc.; but be prepared for the consequences.
• There is no protection of personal rights when you post publicly accessible statements.
Social Media Don’ts
• Disclose confidential information• Criticism of clients, colleagues, management,
your employer.
Social Media
• If you are publishing information that is contrary to your employers wishes, they have a right to act against you.
Social Media
• How much social media content have you posted/published?
• Consider this:– A prospective employer could search for your
social media postings/publications. Will they be impressed or horrified?
– 13% of employers are looking at social media postings/pub of job applicants. Expect this figure to rise.