Social Media Policy Template

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Updated June 28, 2022

A social media policy is created by an employer and provides a guideline for content that can and cannot be posted on an employee’s social media profile. A company will usually prohibit confidential items from being made public. An employer has the right to terminate an employee for any type of posting about their company as long as the employee is not posting about negative work conditions.

27% of of employed individuals use social media to make or support professional connections (Pew Research 2016).

Table of Contents

What CAN be Posted (legally)

In accordance with the National Labor Relations Act, an employee can post the following:

  1. Right to Self Organize – Or collectively bargain with other employees for labor organizations or unions (29 U.S. Code § 157);
  2. Reveal Unfair Working Conditions – Due to the employer interfering, restraining, or coercing the employees to not organize (29 U.S. Code 158(a))
  3. Labor Union is Unfairly Treating its Members – Or discriminating or coercing employees not part of the union (29 U.S. Code § 158(b)); and
  4. Personal Expressions – The expression of any views, argument, or opinion (29 U.S. Code § 158(c)).

What CANNOT be Posted

An employee can be disciplined or terminated for disclosing confidential or proprietary information about the employer. or their business practices.

Corporate Samples (10)

School Samples (5)

Video

How to Write

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(1) Policy Or Revision Date. The calendar date when this document is formally issued to the Recipient Employee(s) should be established at the top of the page.

(2) Company. The full legal name of the Business Entity or Private Party issuing this form must be presented. Make sure that any required suffixes (i.e., “LLC,” “Corp.,” “Ph.D.”) for the Issuing Entity’s name is included.

(3) Forbidding Negative Content. Since social media platforms can reach a wide audience, some options to control the Employee’s online behavior with the social media account should be set. To forbid an Employee from posting or distributing negative or false information about the Company through the concerned social media account, the first check box must be selected.

(4) Prohibition Of Dispensing Confidential Information. Another important concern with social media concerns the privacy and security of the Company or Entity that owns the account. The second checkbox statement will prohibit the Employee from dispensing confidential or sensitive information regarding the Company and any information that would allow its Competitors to know and adopt or sabotage a Company’s operations, products, and trademarked material.

(5) Other. Additional stipulations should be documented if they apply. For instance, the Employee may be required to make certain statements, limited to specific online actions or statements, or may not be allowed to dispense video or audio without specific approval from his or her Supervisor. Any provisions that should govern an Employee’s use of the Company’s Social Media Account must be documented.

(6) Supervisor Permission. The full name of the Employee Supervisor who should be consulted regarding what is or is not permissible should be recorded.