Internet And Social Media
An internet and social media policy is straightforward while it deals with work systems and work time. It gets difficult at the point it reaches into someone’s own account, on their own device, outside working hours.
Australian decisions in this area turn on connection to employment rather than on where or when the post was made. A sufficient connection can exist where a post identifies the employer, targets colleagues or clients, or damages the employer’s interests in a demonstrable way.
What that means for a policy is that a blanket claim over all personal posting is not defensible, and neither is silence. The workable version describes the connection, gives examples of what would and would not be caught, and says so before anything happens rather than afterwards.
Take advice before acting on an out-of-hours post, because these matters are fact specific.
The Fair Work Ombudsman publishes conduct guidance. This is general information rather than legal advice, and obligations vary by state and territory.
See Sentrient’s internet and social media course and HR policy templates.
5 Steps To Create Bullying And Harassment Free Workplace
Workplace bullying is one of the most time-consuming and complex issues to resolve in any workplace. There is often mixed opinion on what is bullying and what is not bullying, and it can occur from the top down or the bottom up. Those who have been involved in HR for some time and have had […]
I’ll Take A Pint Of COMMON SENSE With A Dash Of COMPLIANCE
Ahhh.. Now, that is refreshing. These days, within Australian workplaces, there seems to be far too much workplace COMPLIANCE and far too little COMMON SENSE. What organisations are bucking the trend? The organisations that are bucking the trend are those businesses that regularly appear in the list of The 100 Best Places to Work in […]
Are You Building Your Workplace Culture Out Of Straw, Sticks Or Bricks?
For generations, parents, teachers and coaches have used the story of The Three Little Pigs as a way to inspire their children to work hard, make good decisions and ultimately do the right thing. Like all good stories, the implications of not complying are played out to reinforce the learning! So, when the ‘Big Bad Bully’ […]
Step #6 Have A Management Team That Foster A Good Workplace Culture
Regardless of how we train people or what policies and procedures we have in place, like most things in life, it’s a case of show me, don’t tell me. What we see and hear is often what we follow. Management, just like good parenting, requires a positive role model. Based on a survey conducted by […]
Step #5 Ensure That Employees Understand How To Identify, Report And Resolve Workplace Incidents
There is a common theme across this workplace compliance series the best organisations have a robust workplace compliance system in place. One that educates their staff and delivers policies and procedures to help people know what to do if there is a fair work, privacy or health and safety incident in the workplace. Education is […]
Mistake #3 – Most Businesses Are Not Informed Of What Is The ‘Right Protection’
Guidance around workplace compliance will vary depending on what industry you are in and who you go to for advice. It can be anything from ‘too light’ (in other words, you’re exposed, and the impacts will cause you pain) to ‘too heavy’ (in other words, you’re not exposed, but now you are swimming in too […]
MOST POPULAR POSTS
