CRAFTING SOCIAL MEDIA POLICIES FOR NONPROFIT ORGANIZATIONS

Nonprofit Clinic – Presented by Kathleen Megill Strek

This presentation addresses organizations’ policy regarding employees’ (or volunteers) personal use of

Social Media. Employees who use social media as part of their job duties need additional training and guidance.

Not a plan for how to use social media to promote mission (not a strategic social media plan)

Addresses activity in overlap between work-place and personal life

What is Social Media?

Why Care About Social Media Use by Employees?

Risks of not having a social media policy:

Risks:Lack of policy and guidelines can

make it difficult to identify and appropriately sanction misuse.

Organization risks over or under responding.

Allows problems to develop that could be prevented-negative impact on performance, relationships with donors and others.

Risks, continued…Respondeat Superior:

defamation, copyright infringement, invasion of privacy, breach of confidentiality, harassment, stalking.

Consequences range from embarrassment to civil or criminal litigation.

What is a social media policy?Risk Management Tool“How to” guideSimilar to other policies outlining

expectations for employee behavior

Establishes guidelines Clarifies Expectations and

Consequences

The Balancing Act

Drafting requires mutual respectRespect for Employee rights:

◦Free speech, right to organize, whistleblowing

◦Encourage social media use in support of mission

Respect for Organization:◦Need to protect relationships◦Foster productive working

environment◦Protect confidential information◦Transparency, Integrity, Honesty

ConsiderationsWithout discouraging appropriate

use of Social media; trampling on employee rights or dampening their enthusiasm, protect organization from behavior that is:◦Damaging◦Distracting◦Inappropriate◦Unlawful

What do effective social media policies and guidelines look like?

Depends on the organization.Huge variety-a few words to multiple pages. Mission, culture,

beliefs Existing policies Applicable law

Legal Booby Traps

State and Federal protections for employee speech: ◦NLRA◦Whistleblowing

OSHA, Unlawful Discrimination

Protect employee speech, but protect rights to a safe, nondiscriminatory workplace, as well

Ignoring inappropriate or unlawful behavior may lead to charges of creating or tolerating a hostile environment.

What to Include:

Outline of a social media policyState Purpose of PolicyDefine and list examples of “Social

Media”Reference existing policiesMake it clear social media use is up

to employee and urge evaluation of risks and rewards

Emphasize employee responsibility for behavior and consequences

Outline, continued…Include examples unprotected

behavior (bullying, threats, slander, unlawful behavior).

Savings Clause◦“Not intended to discourage exercise

of protected rights to organize and protest working conditions.”

Outline, continued…Internet archives forever-honesty

and accuracy vital.No violations of confidentiality

agreements (such as client or donor names, health information, etc.)

Transparency, No Retaliation:Draw attention to need to avoid

using employer provided email addresses, and to always disclose organizational relationship when posting on issues related to work of organization.

Retaliation for reporting violations of policy not tolerated.

Don’tsDon’t be so restrictive that

employees feel afraid to advocate for the mission.

No “chilling” of right to organize to protest working conditions.

Appropriate use of social media can strengthen your organization and build a community.

Think it through, minimize risk, then go ahead, be social!

The EndQuestions?