Trends in Social Media Governance and HR
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Trends in Social Media Governance & HR@ m i k e k u j a w s k i
Partner & Senior Consultant, CEPSM
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WHYis governance & HR important?
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3%14%26%26%25%6%
In organizations with >1000 employees
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Quick Poll
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Quick Poll
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New Resources
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21%
18%
14%
14%
13%
13%
7%Community Management
Social Media Management
Business Unit Liasing
Content Strategy
Social Strategy
Social / Data Analysis
Education & TrainingManagement
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WHYare guidelines, policies and terms of use
important?
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For your own
Protection
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Key Golden Rules
1. Be responsible
2. Be respectful
3. Think twice before posting
4. All employees are liable for their posts
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Uh oh!!!!
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87%Of Canadians are online
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23%Regularly create original content and share it
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15%Share “everything” or “most things” online
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However, EVERYONE now has a
Digital Footprint
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EXAMPLESof digital footprints catching up with people
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Example 1: Toronto Firefighters
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Example 2: Hamilton City Worker
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Example 3: Public Shaming
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CONTEXTand key definitions surrounding usage
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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
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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
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Legal Issues
• So called “private” social media
settings not protected by privacy law
• Contact list disputes
• Collective bargaining
• Preserving evidence
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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
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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
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LEGALCanadian Case #2
Lougheed Imports Ltd.
Issue: Derogatory remarks about employer posted on Facebook
Verdict: Dismissal upheld
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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
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LEGALCanadian Case #4
Canada Post Corp. v. Canadian Union of Postal
Workers
Issue: Derogatory remarks about employer posted on Facebook
Verdict: Worker was fired
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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”)
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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
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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
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REMINDERSto keep your employees on track
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Read and understand
Existing Policies
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Be aware that employers can
Monitor You 24/7• This is not limited to work
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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
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If you’re unsure,
Ask Before You Post• Ask your Supervisor
• Ask your HR rep
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Use caution and good judgment
We Trust You
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Q & A
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Mike KujawskiPhone: 613.491.1348
E-mail: [email protected]
Blog: mikekujawski.ca
Twitter: @mikekujawski
Website: cepsm.ca
Google: “mike kujawski”