Tag archives: social media policy

On allegations of sexual harassment made on social media in Quebec: what employers need to know

Over the last few weeks, several cases of sexual harassment allegations have been posted both openly and anonymously on social media in Quebec.

One issue that will surface for employers is how these public allegations should be handled when the actions, comments or gestures stem from one of their own employees.

First, provincially regulated employers need to make sure they have a psychological harassment prevention and complaint processing policy in place. This policy must be made available to employees and include a section on behaviour that manifests itself in the form of verbal comments, actions or gestures of a sexual … Continue Reading

The #MeToo Movement: When Employees Take Their Complaints to Social Media

As we are all aware, the news has been populated with stories concerning allegations of sexual harassment and misconduct, particularly in the entertainment and media industries as well as government institutions. These stories have contributed to the “#MeToo” movement, which originated on Twitter and other social media websites in late 2017 and has since become a widespread message on social media encouraging individuals to share their stories and speak out against sexual harassment and abuse. But while its purposes are laudable, the #MeToo movement is a touchy subject for employers, who ever-more-frequently find themselves accused of sexual harassment or other … Continue Reading

Time to update your employee handbook

For many employers, the arduous task of reviewing and revising an employee handbook may occur as infrequently as every leap year, or worse, only after a law suit has been filed. However, recent decisions by the National Labor Relations Board (Board) should cause employers to take a much closer look at their employee policies and the frequency with which they update them.  Technological advances and changes have created new arenas for protected “concerted activity” under Section 7 of the National Labor Relations Act (Act) and have caused the Board to take a closer look at employer policies that may violate … Continue Reading

Employees’ right and obligations relating to the use of social media

This post was contributed by Yanet C. Aguiar, Partner, and Valentina Albarrán, Associate, Norton Rose Fulbright Caracas.

Social media has become the new way of expression of everyone, from children to adults, now more than ever people share their lives. There is no question about each person’s right to share as much of their personal lives as they find appropriate, but that question remains as to whether or not people can share as much as their personal lives as they find appropriate from their work place, during working hours and using working tools.

There are no specific laws or regulations … Continue Reading

Employees’ rights and obligations relating to the use of social media in France

The impact of the use of social media in the workplace has regularly given rise to controversies and debates as how this subject is to be handled by a company’s management. The current state of employment law is still not entirely settled in this respect. It is however possible to provide some guidance on the most common issues arising from such use with regard to employment law (data protection regulations will not be considered in this article).

Access and control of social media in the workplace

As a general rule, employees are allowed to access the internet for non-professional … Continue Reading

Employees’ rights and obligations regarding the use of social media in the UK

The importance of a clear policy on employees’ use of social media 

Whilst there is legislation which is relevant to the use of social media by employees in the UK, there is no legislation which specifically governs its use. Consequently, policies on the use of social media, both in and outside the workplace, are encouraged so that it is made clear to employees firstly, whether the use of social media sites is permitted at all and, if it is, the rules which govern their use.

How extensive a policy should be will vary considerably depending on the size, sector and … Continue Reading