Social Networking Sites Create HR Predicament

Most people have heard of employees getting into hot water with management over poison-pen e-mails or other inappropriate electronic messages.

But a somewhat more recent trend is that of workers being reprimanded or terminated for what they posted to a blog or social networking site such as MySpace or Facebook. Sometimes this involves company blogs or Web sites, but often, employees overlook the fact that what they put on their personal sites is there for anyone to see – including bosses and co-workers.

“Don’t post in anger,” said Elise Mitchell, president and CEO of Mitchell Communications Group of Fayetteville. “Showing poor judgment could come back and haunt you professionally.”

Workers in many professions – from police officers and teachers, to journalists and even a judge in Nevada – have been fired for posting inappropriate material.

And while many companies don’t have specific guidelines regarding social networking sites and blogs, staying out of trouble largely requires common sense.

“Never blog about confidential company information,” Mitchell said.

This might seem to be an obvious point, but many times, topics discussed casually in meetings and offices are sensitive, and shouldn’t be publicized outside of work.

A careless or premature mention of a product rollout on a blog or MySpace page could violate corporate confidentiality agreements or compromise a new venture.

“Blogging can be a powerful tool, but it’s important for employees to understand that there are limits to what they should do,” Mitchell said.

When Mitchell launches her firm’s new Web site, it will include a blog covering PR issues, trends and industry news, which Mitchell and her employees will update.

“Companies need to have the due diligence to think about impact and communicate effectively with employees about what’s appropriate,” she said.

The same goes for employees’ personal sites. Mitchell, for instance, maintains a blog about her motorcycle trips.

While that is not a work-related project, she is aware that someone could read the blog and make the connection that she’s a business owner. This could impact what people think of her professionally, so she always tries to put her best foot forward.

Aside from breaches of confidential company information, derogatory remarks, inappropriate pictures and language that could be considered sexual harassment or slander should also be avoided.

Many companies in Northwest Arkansas don’t have rules set in place to govern what employees can post on their personal Web sites. But with blogs and social networking sites becoming increasingly popular, it is an issue that will probably be addressed sooner than later.

Ulanda Terry, an account manager and senior recruiter for Tyson Foods Inc., said the company doesn’t currently have a policy, but the subject has been discussed and will likely come up again.

Wal-Mart Stores Inc., Arvest Bank, and the University of Arkansas don’t have policies regarding such sites, either.

Nonetheless, UA advisers tell students to be careful what they put on sites such as Facebook, said Tysen Kendig, associate vice chancellor of university relations.

Unflattering content is “something that could come back and bite [students], because employers use the sites as informal background checks,” Kendig said.