How to implement a Social Media Policy in your company in minutes
Decide what leeway you'll allow when it comes to using social media
Having a social media
policy outlining rules to manage employees' behaviours when using social media
could protect your company. You must also spell out the consequences if they breach this policy. It also prescribes when employees must identify their ideas and opinions as being private and not representative of your company.
Take back control of your work environment by implementing your customised Social Media Policy now.
Here are 3 items your social media
policy must outline
Make sure your policy covers 3 scenarios you can adapt and implement at your work place to manage Social Media interactions:
1. Restrict who can make official company statements on social media
2. State if you want to allow all your employees to use work-related social media
3. If you want to allow personal use of social media
during work hours or using company facilities
But racism isn't exclusive to social media
! Keep reading for a checklist on how to handle complaints of racism within your company.
A social media policy isn't the only way you can, and need to, protect your business
There are more than 50 policies and procedures you need to implement to safeguard your rights as an employer.
But there's no need for you to spend hours typing, copying and formatting documents yourself.
With the CD, 50 HR Policies and Procedures, you can simplify your daily work, save time and know you've done everything right when dealing with racism, social media
, hiring, managing and firing employees.
Get your copy of 50 Policies and Procedures for HR Professionals 2016 CD today…
Checklist: How to deal with incidents of racism
Encourage your employees to report any incidents of racism or racist behaviour.
If you're aware of an incident of racism in your workplace, investigate the matter immediately.
If an incident of racism has taken place, you must discipline the employee who committed the act in terms of your disciplinary code.
Failure to report racism should also be a disciplinary offence. Advise your employees of this.
But, if the allegations are untrue and unfounded, then you must discipline the employee who made those allegations.
Always remember to follow the correct procedures when applying the appropriate forms of discipline.
Reassure the innocent employee you don't tolerate racism in your workplace.
Offer assistance to the employee who has been affected by the racism.
So there you have it – now you know how to deal with racism that could tarnish your company name.