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Karriere-Lounge | 2010-06-04 Employees Face the Risks of Twittering Bildquelle: sxc.hu The ability to publicly express opinions at the touch of a button, thanks to social media tools such as Twitter, has blurred the lines between office and out-of-office hours and where the workplace starts and stops. Discussing the associated risks of Twitter for employers and employees, Norton Rose workplace relations partner Stuart Kollmorgen warned twittering employees that they need to be aware their out-of- office tweets could expose them to workplace rules. Employees were entitled to their opinions of course, but not to tell the world their opinion when in doing so they were damaging their employer's interests, said Kollmorgen. There were risks there for employees and employers. Social networking sites provided a great way for employees to blow off steam. But where does the workplace start and stop? How the law would deal with this new area was as yet unknown. He believe that an opinion could be considered work-related if an employee was stating the opinion about other employees; to other employees; to anyone in the virtual world who might be following or accessing their opinions, which were connected to their work or what it was they did. Kollmorgen said employees have the option of exercising caution in their privacy settings but if they do not, and make comments in the above categories, they are placing their employment at risk. Employers should ensure that their current policies were adequate to manage this new medium. He didn't think it would be sustainable to require employees to leave their devices at the door of the event or not discuss it at all. Rather, employers should have effective policies that seeked to clarify when and how an employee's opinions, expressed in social networking, impact on the employer. This would differ from business to business, he said. He suggested employers consider creating a policy that requests employees observe responsibility and respect others when using social networking tools. They needed to encourage transparency and that might extend to a policy that required employees who referred to their workplace in public forums - including social networking forums - to identify themselves as an employee of the business they refer to. The employer's policy could include a sanction that failure to follow the policy guidelines might amount to misconduct, Kollmorgen said. Link przychodzący:    http://www.humanresourcesmagazine.com.au/articles/8B/0C06988B.asp?Type=59&Category=917

W razie pytań Pani Catherine Haleen Hofheim Niemcy Europäische Fernhochschule Hamburg Niemcy Znajomości języka: Niemiecki, Angielski, Francuski Pierwotne źródło tekstu: Prasa / Publikacja: Human Resources Leader

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