SOCIAL MEDIA AND EMPLOYEES.

Social media is a dicey subject when it comes to employers. It can be both a tool that can change the trajectory of the business and a weapon that can cause pain and even death to a business. The bottom line is that Social Media is here to stay and it will only evolve, not go into extinction. Employers, therefore, have to choose either to ignore it at their own peril or utilize it within clearly established guidelines.
It is important for an organization in this century to have a well defined Social Media Policy for their staff. To make it effective, employees need to be involved in the formulation and development process of the policy. In addition, the management should ensure that the organization’s: philosophy, values, norms, and artifacts are embodied in the policy.
As a basis, the policy should spell out what is acceptable online behaviour and what is considered as unacceptable online etiquette. Both listings should be in line with industry Best practice, the Constitution, and any other written Legislation. The employees should then be well sensitized on its use/application and the disciplinary measures that may ensue should the policy be flaunted. It is only then that an employer may discipline an employee that goes against the policy.
However, it is important to remember that employees have a right to privacy as well as freedom of expression according to Article 33 of the Constitution of Kenya 2010. It would for instance be a violation of the employee’s rights if they were to be disciplined for merely expressing their opinions on general matters that affect them at the workplace.