Social media-policy-presentation

Social Media Policy
Why You Just Can’t Say No!
Presenter: Ira S Wolfe
Copyright 2011. All Rights Reserved. Ira S Wolfe. 800-803-4303

I’m talking to you? La, La, La…
I’m not listening!


Agenda
To Block or Not To Block Social Media
Writing Effective Social Media Policies

Internal Organizational Policies
Internal Employee Policies
External Audience Policies
Safety, Security & Regulations

Q&A


Social Media By The Numbers
• Over 600 million users on Facebook.
• 3.5 billion pieces of content are
shared each WEEK on Facebook.
• 2.5 billion photos are loaded each
month to Facebook.
• 96% of 18-35 year olds are on a
social network.
• 80% of Twitter updates happen
outside of Twitter.com.
• 25% of search results for the world’s
largest brands are links to user-
generated content.
• YouTube is the 2nd largest search
engine on the web.
• There are 133,000,000 blogs.
• 36 hours of YouTube video uploaded
every minute.


Social Media Is Today’s Telephone
100 years ago:
“The telephone makes men lazy.”

“The telephone breaks up home
life and the old practice of
visiting friends.”

Disruptive innovation is
nothing new! You need
to embrace the new
communication.

Social Media is much bigger than Facebook


Most Common Excuses to Block Social Media

• Intellectual Property
• Confidentiality
• Industry Regulations
• HIPPA, SEC, ADA,
EEOC
• Employee Productivity

Something Has To Give

Marketing, Human Resources, IT, & Management can choose to ignore it…
But you can’t block it or avoid it!

4 Piece Puzzle of Good Social Media Guidelines
Internal Organization

External Audience

Internal Employee

Safety, Security, & Regulation


Every Policy Needs These 7 Things
Accountability
Transparency
Separation
Respect for Copyrights etc.
Usage at work
Confidentiality
Monitoring


Before You Write The policy
Visit social media sites before you do
anything.
Define what objectives you want the policy
to accomplish.
How many policies do you want?
Do you need policies for each network?
Do you need personal and organizational
policies?
Do you need an off-the-clock conduct policy?


When Writing Policy
Make sure everything is explicitly outlined
But … K.I.S.S.
Say what you mean, and mean what you
say
Consult established policies
Review with an attorney


INTERNAL ORGANIZATIONAL POLICIES


Internal Organizational Policies
How will you use Social Media for:
Marketing
Public opinion
Recruiting
Testimonials
Professional networks


Generally Speaking…
Who is in charge
Who to contact if there is a question or
problem
Who is allowed to post
What can and cannot be posted
Why you want to post
Where you can post


INTERNAL EMPLOYEE POLICIES


Internal Employee Policies
• Employee Guidelines
Liberal vs Conservative
• Personal Policies
Disclosure (Employee to Company)
Disclosure (Employee as Employee)
Clarify personal opinions vs company stance
Confidentiality
Mutual respect for your competition
• Employees must sign off


Basic Blogging and Posting Guidelines

Be responsible for what you write.
Use good judgment.
Be authentic and fully disclose.
Protect confidential and proprietary
information.
Be productive.


Specific Policies for Social Networks
Do you want employees to use their
profiles to promote the organization?

Can they use it at work?

Are you going to use and allow video and
photos?

Will you allow recruiters to use LinkedIN?

EXTERNAL AUDIENCE POLICIES


External Audience Policies

Comment Policy for
blogs and other sites.
Terms of Service
(website and blogs).
Policies for user-
generated content.
Blogs – you can
moderate
Facebook – all or none
Twitter – none


SAFETY, SECURITY, & REGULATIONS


Safety, Security, & Regulations
Email policy
E-Commerce policy
Password policy
Comment policy (will you allow
anonymous comments?)
HIPPA
Age Limitations
Marketing Documentation
Backup


Legal Issues
Defamation
Hiring employees
Terminating employees
MD Dept. of Corrections
Houston’s
American Medical Response of Connecticut,
Inc. (AMR)


Your Employees are Protected
Off-duty conduct Laws
Protections for political views
Protections for “whistle-bloggers”
Prohibitions on retaliations
Concerted activity protections


Case Study
Houston’s
Pietryllo v. Hillstone Restaurant Group, d/b/a
Houston’s
Terminated because of Comments made in a
closed group on Myspace
Manager got the login information from another
employee
They were rewarded compensatory damages of
$2,500 and $903 and punitive damages of
$10,000 and $3,612 respectively
Appeal was denied

Where Do You Start?

“You overcome
uncertainty with
a plan and you
overcome fear
with guidelines.”


Summary

Educate:
Establish the Important to train or Enforce: You need
policy: make employees aware to embrace it and
Determine the policy of the implications. consistently use the
and what you want to policy – it shouldn’t sit
accomplish. on the shelf.


Contact
Ira S Wolfe
Phone: 410-941-2345
Email:
iwolfe@super-solutions.com
Mobile: 717-333-8286
Blogs:
www.workforcetrends.com
www.geeksgeezersgooglization.com
www.socialmediaarchitectsofdelmarva.com(soon)


Social media-policy-presentation

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