host posted on April 17, 2009 02:32
Recent media interest in social networking sites has highlighted the need for employers to adequately inform their staff of conditions regarding internet access while at work. You may be tempted to sack a member of your staff for making a comment to a friend on Facebook or Twitter which compromises your business integrity, but were they aware of this risk in the first place?
Employers must put policies and procedures in place which clearly explain the rules and conditions of employment. It's all about minimising risk. Staff should be made aware as soon as they take up employment, of clear policies surrounding use of work internet access and email.
Current employment contracts are unlikely to cover staff use of social networking sites and present policies should be reviewed and replaced rather than stretched to cover these new issues. The legal position in regard to monitoring employee email and internet usage is both complex and ambiguous, what is apparent, however, is that any monitoring of emails or internet usage should be the subject of a clear employer policy.
Take a look at Dawtek Online's IT Policies and Procedures. Our
IT Code of Ethics will ensure that employees understand appropriate behaviours required by their employer and the law. It includes use of the internet, and email services. It covers appropriate use, responsible and respectful behavior, privacy and representing the views of the company. The over-arching
IT Policy includes responsibilities of both employer and employee, covering music downloads, defamation, monitoring, backups, and personal web pages. The
IT Instant Messaging Procedure offers three levels of control for an employer over how employees can access instant messaging systems while at work; and the
IT Blogging Procedure offers two options according to the workplace situation. You will find these policies and procedures are a valuable asset in the smooth and flexible operation of your business.