A Social Media Bill of Rights—and Wrongs

"Congress shall make no law… abridging the freedom of speech, or of the press," so says our Bill of Rights. But what about employers? Should a boss be able to regulate an employee's blog or his posts on a social networking site? How can a company balance the importance of sharing ideas through open exchange with the dangers of having an employee saying something stupid? Maybe it is time for your company to have a Social Media Bill of Rights and Wrongs.

A survey of how several companies have chosen to handle their employees' use of social media indicated that the policies that are most effective are the ones that combine having trust in and putting responsibly on the employees. This strategy works because no good employee is going to want to see their company tank and leave them without a job. Good employees are discerning enough to not intentionally bad-mouth their employer, so a social media strategy needs to focus on things that can help prevent inadvertent harmful posts.

Here is a compendium of ideas your company may wish to consider when outlining a social media policy:

• Employees ought to follow existing laws. This would include respect for copyrights, no plagiarized posts, no obscene language, slander, or libelous statements.

• Employees should put a disclaimer in their profiles that clearly states that the opinions expressed are their own views and not necessarily those of the company.

• Time spent on social media should not interfere with other job-related tasks and commitments.

• Employees should post as if their boss will read it—and bosses ought to be encouraged to spot check their employees' posts. This will cut two ways—obviously it will reduce insulting and disparaging statements, but it should also help keep excessive flattery and sycophantic remarks in check.

• Employees should respect the privacy of clients and customers. Do not discuss them in posts without their permission.

• The employer needs clear communication with the employees about what constitutes confidential and proprietary information. Employees who have not been privy to managerial meetings may not have the big picture or know where the boundaries lie unless their bosses have taken the time to teach this.

• Encourage the Golden Rule of treating others the way you want to be treated.