How Safe is Social Media?

This week in #MaristSM16, we’re taking a look at safety and security considerations related to social media. In today’s digital world, we are making more personal information available to others than ever before – in many cases, sharing details about our location, who we are with, what we are doing, and even what time we are doing it. 

(Image: TrustE/National Cyber Security Alliance 

U.S. Consumer Privacy Index 2016 Infographic)

According to the 2016 U.S. Consumer Privacy Index, 45% of consumers are more worried about their online privacy today than one year ago, and there is a clear business impact because of it. As demonstrated in the infographic, consumers have have limited their online activity, stopped using a website or app, or avoided clicking an online ad out of privacy concerns. When consumers lose confidence in their safety online - and particularly on social media sites - businesses suffer. 

This is not to say we should not avoid using social media out of these concerns, but instead, must carefully consider the risks of online communication before posting anything. This is especially important in a business setting, as employees act as representatives of an organization whether or not they are at work or at home – and what they post matters. I found this Rolling Stone article to be an interesting read on some (now infamous) poor choices on social media that led to undesired consequences for the posters. The bottom line? Whatever you post on social media can (and likely will) be found – so don’t post anything you wouldn’t want your employer or fellow employees to see.

The National Law Review provides helpful information to employers in considering social media policies and their impact on the workplace in terms of employee rights. The National Law Review Board (NLRB) points out that policies that put limits on social media communications may violate labor laws, since an employee’s “right to engage in concerted activities for the purpose of mutual aid and protection” is protected (Collins, 2012). While there are certain things that employees should not do – such as participating in a public rant (i.e. inappropriate comments) about a company – the expression of opinions as a whole on social media channels (on workplace conditions, etc.) is largely protected (Halpern, 2012). 

(Image: CDK Digital Marketing)

For this week’s post, please consider and respond to the following questions:

1. Do you believe that employers should be able to restrict their employees’ use of social media? Consider the decisions outlined by the NLRB and whether you agree or disagree with any in particular.
2. Think about how well your personal or professional social media habits follow the tips outlined by Microsoft and McAfee. In your discussion, choose one guideline that you think you follow well and one guideline that you could follow more closely.

I look forward to the discussion!

References:

Collins, J. (2012, February 1). NRLB report: Employers’ social media policies must be narrow, must not restrict right to engage in protected activities. Retrieved from http://www.natlawreview.com/article/nrlb-report-employers-social-media-policies-must-be-narrow-must-not-restrict-right-t.

Halpern, S. (2012, December 3). When is your company’s social media policy an unfair labor practice? Recent NLRB decisions offer long-awaited guidance for employers. Retrieved from http://www.natlawreview.com/article/when-your-company-s-social-media-policy-unfair-labor-practice-recent-nlrb-decisions-#sthash.lhT2scRO.dpuf.