1. Social Media

2. Monitoring your usage Employers have a right to monitor their computing system usage: – E-mail – Phone – Internet usage – Accessing social media using the employer’s resources.

3. Monitoring Your employer may be looking for how you use social networking media. – What are you saying on the blog-sphere, twitter, facebook, etc about Your fellow employees Company management Clients Competitors

4. Legal Precedent Company-provided computing resources belong to your employer. They have a right to monitor your usage of those resources.

5. Employment Termination Inappropriate usage of company supplied resources could result in termination

6. Recommendation Disclosure: Every employer should inform their employees that the employee’s resource usage could be monitored at anytime.

7. The Life of E-mail Once you send an e-mail, … – It may get forwarded to unintended recipients – It may get backed-up and have a permanent life time. – You could end up sending it to the wrong person. – E-mail can be subpoenaed.

8. Social Media What are your rights when it comes to posting information using non-employee based resources?

9. Social Media You can write anything you want and post it to a blog, twitter, facebook, etc.; but be prepared for the consequences. There is no protection of personal rights when you post publicly accessible statements.

10. Social Media Don’ts Disclose confidential information Criticism of clients, colleagues, management, your employer.

11. Social Media If you are publishing information that is contrary to your employers wishes, they have a right to act against you.

12. Social Media How much social media content have you posted/published? Consider this: – A prospective employer could search for your social media postings/publications. Will they be impressed or horrified? – 13% of employers are looking at social media postings/pub of job applicants. Expect this figure to rise.