Social media is a part of everyone’s daily life. Agencies use a variety of social media channels – such as Facebook, Twitter, LinkedIn, Instagram, and Pinterest – to promote their clients, as well as themselves. Companies utilize these platforms to promote their own brands. Additionally, it is often expected – or at least accepted – that employees will communicate in social media and blogs about their jobs.
Potential benefits of this activity are numerous. However, it is important to be aware of the possible legal and PR dangers inherent in this activity. While firms do not want to stifle this vital tool, prudence dictates that agencies have a written blogging and social media policy that is made available to all employees. In addition, all companies should use Q4 to update their existing social media policies, given the speed at which these platforms and their uses continually evolve.
A social media and blogging policy should address the following key issues:
•Employees should not post on behalf of the firm or its clients without authorization. Social media posts on behalf of the agency or its clients should be treated in the same manner as any other official communication. The firm should have a designated person or title from whom an employee should seek this approval. This process helps ensure that any social media message properly represents the firm or client and, as applicable, does not contain any inaccurate statements. Care must also be taken to ensure postings do not include any work product or confidential information or contain any elements, such as music, photos, or images of celebrities, that could infringe upon the rights of any third party
http://www.prweek.com/article/1307115/lasky-updating-social-media-policies-letter-spirit-law
