www.myhr.co.nz

Can staff destroy brand value using social media?

Jason Ennor

Opportunities

Risks & Issues

Good Policy

Topics

Opportunities

Window into your organisation

View negative comments as feedback first

It’s ok to remove the really bad posts

Reasonable people understand & most people are reasonable; Molten vs Irish Eyes

Don’t be afraid

Participate

The Public Forum

Case Examples

Kensington v Air New ZealandThe Employment Relations Authority supported the employer’s request to view Facebook posts and bank records as they were relevant to the investigation.

Adams v Wellington Free Ambulance Service An employer is entitled (and indeed obliged if a worker's health and safety is affected) to investigate problems between co-workers, even if the problems occur out of work, especially if the genesis of those problems is the workplace.This is because such problems can clearly affect relationships in the workplace, which the employer is in control of and responsible for.

Risks and Issues

Excessive use at work Damage to company reputation Health and safety issues Breaches of others’ privacy – individual or company Misleading the employer Illegal and/or objectionable views Restraints of trade and ownership of contacts

Good Policy Clear and easy to understand Start with the principles and values of the organisation Be upfront about the social media strategy Make it clear what employees are required to do Define what is good (acceptable conduct) Define what is bad (unacceptable conduct) Make it clear that it covers behaviour outside work Link the expectations to other relevant obligations in the

employment agreement and policies such as health and safety, confidentiality, IP, leave, restraint of trade and non-solicitation

Clear statements on ownership of contacts How the organisation may monitor online behaviour Potential consequences

Jason Ennorwww.myhr.co.nz

Questions?