Employees bringing their own devices to work is not new. Bring Your Own Device (BYOD) is becoming the rule rather than the exception in today’s workplace. In fact, a growing number of employees are already using their personal communications devices for business purposes, whether or not there is a corporate policy in place. This is most evident in the U.S. (68%) and Canada (65%), compared with the UK, where only 47% operate in this way. (Source: Citrix, Workplace Mobility and the Small Business). 2012-13 really was the year mobility entered the enterprise mainstream. 2013-14 should be the year of consolidation and establishing guidelines around BYOD use.
The content for this article was sourced from NAVEX Global, a global compliance firm, who wrote an excellent article on Using Social Media to Promote Ethical Best Practices and their Social Media Toolkit to managing social media risk management.
Original source: The Sad State of Social Media Privacy [Infographic], MDG Advertising
The relationship between social media and privacy has long been a controversial one, but with recent privacy breaches, ever-changing privacy settings and an overall increase in the things we share in social media, there is now renewed attention to the troublesome topic. To shed some light on where consumers stand on social media privacy issues, MDG Advertising created an enlightening infographic that shows consumers’ levels of trust, feelings of control, and attitudes toward online privacy and protection. It also offers insight on what consumers ultimately want in terms of social media and privacy. With consumers becoming more and more concerned about protecting their privacy in the social media era, social networks must make privacy a priority in order to keep consumers as fans and followers.
For once in my life I’m skeptical. And for you die-hard Pinterest fans, I hope you’ll bear with me as I explain my current disinterest in Pinterest.
I can’t get my sister-in-law to interact with me on Facebook. But she freaking LOVES Pinterest. And has been trying to get me to use it for a couple of months. And given the recent chatter on Social Media Today, I finally broke down this past Saturday and joined using my Facebook account to establish my Pinterest profile.
Though the National Labor Relations Act has been around since the 1930s, its recent application to a relatively new sphere of activity, the virtual world of social media, has created a host of uncertainties. Are employees’ posts about their workplaces and colleagues on Facebook, Twitter, and other social media protected speech, or the stuff that may rightfully subject employees to discipline for violation of company policy prohibiting disparagement, discrimination, or defamation? Though the National Labor Relations Board (“NLRB”) has yet to issue a decision on social media policy, over the last nine months it has aggressively publicized complaints and settlements in connection with cases involving employer rules concerning social media use and employee discipline. Employers – both unionized and non-unionized – should review their social media policies and enforcement practices. In the midst of ongoing controversies and the continuing explosion of online social networks, employers should consider the following:
As we have adopted social media into our organizations, we’ve seen many instances where it has become necessary to discipline employees because of their behavior on social networking sites due to the negative light that behavior has shed on a company. It goes without saying that because of these behaviors, companies have scrambled to draft social media policies to minimize these occurrences and to manage employee performance overall. In many circumstances, actions and policies are put into place to protect the employee as much as the company.