Technology is advancing at a serious rate. Do employers just have to accept that we live in an age where sessions on social media policies have to form part of an annual in-house training process?Posted in : First Tuesday Q&A ROI on 4 June 2014
It is important for employers to have a well drafted and business specific social media policy in place, particularly where employees have access to the internet during working hours.
The policy should set out rules on the use of social media both during working hours and outside working hours, definitions of acceptable and unacceptable usage, consequences for breaching the policy and cross-refer to other policies such as the employer’s dignity at work policy, bullying, harassment and sexual harassment policy and internet usage policies. Employees should be advised that breach of the social media policy could result in disciplinary action, up to and including dismissal. The policy should be
Already a subscriber?
Click here to login and access the full article.Log in now to read the full article
Don't miss out, start your free trial today!
Are you fully aware of the benefits of Legal-Island's Irish Employment Law Hub? We help thousands of people like you understand how the latest changes in Irish employment law impact your business through a mix of case law analysis and in-depth articles. All delivered right to your inbox.
We help you to understand the ramifications of each important case from Ireland and Europe.
We help you ensure that your organisation's policies and procedures are fully compliant with Irish law.
You will receive regular updates on Irish employment law including case law reviews, legislative changes, topical updates as well as answers to your burning questions through our Q&A feature.
You will have 24/7 access to the Employment Law Hub so you can research case law and HR issues when you need to.
Back to Q&A's This article is correct at 02/09/2015
The information in this article is provided as part of Legal-Island's Employment Law Hub. We regret we are not able to respond to requests for specific legal or HR queries and recommend that professional advice is obtained before relying on information supplied anywhere within this article.