Embed Size (px)
DESCRIPTION
While engaging with your audiences and stakeholders on social media channels seems like a very external activity, how you operate behind the scenes and function as an organization has major implications on your ultimate success and requires attention from the start. Engaging in the social media space often requires shifts within the organization including but not limited to the creation of new full-time positions, reporting structures, cross-functional teams and the development of new guidelines, policies and processes. Employees across all areas of an organization need to clearly understand their limitations and obligations when participating on social media channels both professionally and personally. In this session Mike Kujawski will cover the latest trends that show how organizations are structuring themselves, the types of positions they are creating and how they are building capacity for sustainable ongoing digital engagement.
Citation preview
Trends in Social Media Governance & HR@ m i k e k u j a w s k i
Partner & Senior Consultant, CEPSM
WHYis governance & HR important?
3%14%26%26%25%6%
In organizations with >1000 employees
Quick Poll
Quick Poll
New Resources
21%
18%
14%
14%
13%
13%
7%Community Management
Social Media Management
Business Unit Liasing
Content Strategy
Social Strategy
Social / Data Analysis
Education & TrainingManagement
WHYare guidelines, policies and terms of use
important?
For your own
Protection
Key Golden Rules
1. Be responsible
2. Be respectful
3. Think twice before posting
4. All employees are liable for their posts
Uh oh!!!!
87%Of Canadians are online
23%Regularly create original content and share it
15%Share “everything” or “most things” online
However, EVERYONE now has a
Digital Footprint
EXAMPLESof digital footprints catching up with people
Example 1: Toronto Firefighters
Example 2: Hamilton City Worker
Example 3: Public Shaming
CONTEXTand key definitions surrounding usage
Work vs. Life
• 1900’s: Work
• 1950’s: Work-life separation
• 1970’s: Work spills into life
• 1980’s: Work-life balance
• 2000’s: Life spills into work
• 2010-Now: Work-life blending
Types of Usage
• Official: Approved and authorized use of
social media for your organization’s delivery
of operations and services
• Professional: Use of social media for
professional purposes that comes from your
own personal account rather than your
organization’s official account(s)
• Personal: Use of social media that is not for
organizational/professional purposes
Legal Issues
• So called “private” social media
settings not protected by privacy law
• Contact list disputes
• Collective bargaining
• Preserving evidence
Legal Issues
• Unionized vs. non-unionized staff
• Grounds for off-duty conduct dismissal:
1. Conduct has direct impact on
organization*
2. Conduct reveals character that is
inconsistent with organization’s values
LEGALCanadian Case #1
EV Logistics v. Retail Wholesale Union, Local 580
Issue: Offensive remarks posted on employee’s personal blog
Verdict: Dismissal reduced to suspension
LEGALCanadian Case #2
Lougheed Imports Ltd.
Issue: Derogatory remarks about employer posted on Facebook
Verdict: Dismissal upheld
LEGALCanadian Case #3
Alberta v. Alberta Union of Provincial Employees of
Alberta (R. Grievance)
Issue: Derogatory remarks about employer posted on blog
Verdict: Dismissal upheld
LEGALCanadian Case #4
Canada Post Corp. v. Canadian Union of Postal
Workers
Issue: Derogatory remarks about employer posted on Facebook
Verdict: Worker was fired
LEGALCanadian Case #5
Frangione v. Verdongen
Issue: Plaintiff sough damages for personal injuries
Verdict: Plaintiff ordered to disclose all Facebook posts (including
those that were set as “private”)
LEGALCanadian Case #6
Chatham-Kent v. National Automobile, Aerospace,
Transportation and General Workers Union of Canada
Issue: Care-home employee blogged about residents
Verdict: Employee was terminated from her job
LEGALCanadian Case #7
International Union of Elevator Constructors, Local
50 v ThyssenKrupp Elevator (Canada) Ltd
Issue: Employee posted explicit video of his work related injury
Verdict: Employee dismissed
REMINDERSto keep your employees on track
Read and understand
Existing Policies
Be aware that employers can
Monitor You 24/7• This is not limited to work
Your Posts are PublicOr will be soon if they aren’t already
• Employ this mindset when working online
• Understand that “private” settings don’t
necessarily protect you in court
If you’re unsure,
Ask Before You Post• Ask your Supervisor
• Ask your HR rep
Use caution and good judgment
We Trust You
Q & A
Mike KujawskiPhone: 613.491.1348
E-mail: [email protected]
Blog: mikekujawski.ca
Twitter: @mikekujawski
Website: cepsm.ca
Google: “mike kujawski”
