Employee blogging is an element in the modern workplace that is unlikely to be just a trend. Have you found employees blogging during working hours or making negative comments about your competitors (or worse, YOU!)?
Do you want to embrace this new facet of communication or maybe have requirements for no participation at work? Regardless of your outlook on blogging, it is beneficial and highly recommended that you have a policy addressing your expectations.
For example, you want to state:
- your view on blogging and other social media
- if you have a Company blog, clear terms of your position regarding usage and disclosure of the employees’ identities when commenting on the Company
- a ban against offensive or harassing language, negative comments about other employees or competitors
Not sure how to word your policy? We can help.
Employees have a right to review their personnel files in the presence of the HR Manager/ Administrator or the employee’s supervisor. The employee may take notes, but may not add to or take from the personnel file. In addition, the employee has a right to a copy of any document in the file that bears his/her signature. The employee does not have a right to review investigation reports, reference checks or background checks. Need more details? Give us a call.
Maggie Hattan, another “seasoned” professional, has returned as a Consultant for HR Prescriptions after completing a long-term assignment with one of her clients. As many of you know, Maggie is bilingual - Spanish - and offers translation and interpretation services to our Spanish-speaking clients and their employees. Give us a call if you need training, employee counseling or any of our HR services in Spanish.
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