While there are many social media policy documents floating around and we’ve covered the topic in-depth here many times before (see related articles below) – it is always interesting when social media policy is viewed strictly from a legal and labor relations perspective.
On that note I want to draw your attention to cases from the acting general counsel of the U.S. National Labors Relations Board.
While the NLRB has a very broad goal, its various rulings regarding existing social media policy and regulation is interesting. The most recent report (dated January 25, 2012) covers 14 cases that examine whether or not employer based social media policies where too broad and had proper legal justification.
As I read through the entire 35 page document I noted that while this is an important footnote for social media policy it doesn’t address the concerns of a global organization (it only deals with U.S. Labor Relations) and it also does not address any aspects of management, training, or executive oversight for social media within an organization.
If you are looking at developing a social media policy, these cases provide a good foundation of understanding and help identify some of the policies you should have in place.
The existing social media policy reports from the NLRB also don’t address the ramifications of monitoring, tracking, and managing employee groups with consistent frameworks. This is disturbing from my viewpoint as PII (personal identifying information) and identify theft has been a trending issue the past 18 to 36 months. A majority of employees are unfamiliar with the tools, processes, regulations, and civil rights that govern PII.
Important Social Media Policy Docs
City, State, Federal Perspectives
Keep in mind that the above findings are U.S. based and may change. There is still a lot of ground breaking hearings on employee and labor related law and how social media roles are playing into longterm employment, recruiting, and civil liberties here in the U.S.