The DLA Piper associate and employment law specialist on the use of social networking sites on work time
THE internet has long been a tool for communication, but over recent years interaction between web users has increased dramatically creating a new generation of social networking sites.
With many people now admitting to “Facebook addiction”, concerns amongst employers are rapidly increasing. Stopping for a few minutes to check a social networking site or the latest clip on YouTube is no longer considered harmless fun.
It is not just “cyber-slacking’” that is causing concern amongst employers, it’s how using these sites could potentially harm your business’s reputation. Comments made on online forums are still subject to libel and defamation laws. Meanwhile reports of ‘cyber bullying’ present a modern day challenge with workplace bullying costing UK employers an estimated £2b a year in sick pay, staff turnover and loss of production.
Although as an employer you are completely within your legal rights to restrict or block these sites, the main recommendation for companies is to enforce a clear set of guidelines which let employees know exactly what they can and cannot do. Many would simply not give a second thought to the fact that they may be doing something wrong by accessing social networking sites at work.
The flip side of this argument is whether employers are failing to recognise the potential benefits to their business – social networking sites can prove to be lucrative by acting as a useful tool for mobilising interest.
Whatever stance you take on this new phenomenon, good policies governing internet usage is a must for businesses who wish to take a robust approach.