Drafting and Implementing an Effective Social Media Policy

Social media is everywhere and used in many business and personal situations. There is no indication that social media use is declining; rather, social media use is constantly expanding into new realms and taking on new forms. Social media launches political campaigns, international pop stars, and new businesses to heightened levels of success or failure with just a few mouse clicks. Because social media information has the ability to spread rapidly, not addressing social media or hoping it will not affect the employer\u27s business is a dangerous practice. Currently, few employers have a Social Media Policy ( Policy ). By not having a Policy, the employer and its business are left vulnerable to the whims of its employees\u27 social media actions and cannot guide employees toward using social media to protect and further the employer\u27s business purpose. A Policy\u27s existence makes the employer proactive rather than reactive. Further, establishing a Policy provides employees with clear expectations about when social media can be used, for what purposes, and what level of privacy an employee should expect regarding personal use. Finally, the employer needs a Policy to promote consistent enforcement among all employees. Inconsistent actions by supervisors for similar employee actions could open the employer up to potential employment discrimination lawsuits. Once the employer understands that it needs a Policy, the next step is deciding what type to implement. The employer must create a Policy that furthers the employer\u27s business purposes. Regardless of whether the employer decides to ban social media or freely allow its use, the employer should always spell it out in a Policy that defines the parameters of social media use. However, before the employer establishes a Policy it should conduct a cost-benefit analysis of social media uses and benefits for the employer versus the cost and resources required to enforce such a Policy. The employer should consider the Policy\u27s monitoring and enforcement costs and the employee productivity costs depending on the level of allowed social media use. Taking into account these considerations, this Article will instruct an employer or employer\u27s counsel on how to best draft an effective Policy that will meet all of the employer\u27s objectives

Drafting and Implementing an Effective Social Media Policy

Social media is everywhere and used in many business and personal situations. There is no indication that social media use is declining; rather, social media use is constantly expanding into new realms and taking on new forms. Social media launches political campaigns, international pop stars, and new businesses to heightened levels of success or failure with just a few mouse clicks. Because social media information has the ability to spread rapidly, not addressing social media or hoping it will not affect the employer\u27s business is a dangerous practice. Currently, few employers have a Social Media Policy ( Policy ). By not having a Policy, the employer and its business are left vulnerable to the whims of its employees\u27 social media actions and cannot guide employees toward using social media to protect and further the employer\u27s business purpose. A Policy\u27s existence makes the employer proactive rather than reactive. Further, establishing a Policy provides employees with clear expectations about when social media can be used, for what purposes, and what level of privacy an employee should expect regarding personal use. Finally, the employer needs a Policy to promote consistent enforcement among all employees. Inconsistent actions by supervisors for similar employee actions could open the employer up to potential employment discrimination lawsuits. Once the employer understands that it needs a Policy, the next step is deciding what type to implement. The employer must create a Policy that furthers the employer\u27s business purposes. Regardless of whether the employer decides to ban social media or freely allow its use, the employer should always spell it out in a Policy that defines the parameters of social media use. However, before the employer establishes a Policy it should conduct a cost-benefit analysis of social media uses and benefits for the employer versus the cost and resources required to enforce such a Policy. The employer should consider the Policy\u27s monitoring and enforcement costs and the employee productivity costs depending on the level of allowed social media use. Taking into account these considerations, this Article will instruct an employer or employer\u27s counsel on how to best draft an effective Policy that will meet all of the employer\u27s objectives

2002 Research Honors Program Abstracts

Faculty in the College of Agriculture and Life Sciences at Cornell University mentor and guide undergraduate students who have chosen to pursue a research project and graduate with honors. These abstracts reflect the depth of their scholarship and intellectual ability. The research projects encompass work in animal science, biological science, entomology, natural resources, physical science, plant science, and social science