What is “good for the goose” is generally “good for the gander.” If the National Labor Relations Board has upheld a provision of a social media policy, then you should consider tailoring that provision for the employer’s own social media policy.
You should be mindful, however, that because there is no one-size-fits-all work rule or policy, you should carefully consider whether the upheld work rule in your company’s policy would be equally applicable for your business.
One policy that should always be included is the consequences for violating the work rules contained within the policy. You should advise your employees that they may face disciplinary action, up to and including termination of employment. In that way, you can feel comfortable in enforcing the policy when needed.
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