Presented by Heather Schoegler and Tamarah Brownlee of Parkview Health. Covers content including: - Guidelines or Policy or Both? - Crafting your Policy and Guidelines - NLRB Insights - Implementation Plan - Employee Social Media Examples - Future Issues - Your Next Steps

1. Social Media Guidelines for
Employees

2. Heather Schoegler serves Parkview Health as the Director of Community
Engagement where she focuses on strategies to fulfill Parkview’s mission
throughout the communities they serve. She holds a B.A. in Media and Public
Communications from IPFW and M.S. in Organizational Leadership from
Indiana Tech. Heather was honored as IPFW’s Outstanding Young Alumni in
2011; an ATHENA Award Nominee in 2011; Indiana’s Nicest Social Media
Peep in 2011; 40 Under 40 recipient in 2010; and a Future 40 Award recipient
in 2008. She is a wife, mother of two and community volunteer.
Tamarah Brownlee is currently the Human Resources Manager for Parkview
Regional Medical Center and Corporate offices. She has 10 years of
experience working in the field of Human Resources in various industries
such as Retail, Moving Services/ Relocation and Healthcare. She has a
natural passion for coaching, training and development. Tamarah received
her Master’s degree from Indiana University-Bloomington, is the mother of
four children and an aspiring published author.
Who we are….
@HSchoegler

3. Who we are not….
We are not Lawyers!

4. What We’ll Discuss
• Guidelines or Policy or Both?
• Policy Guidelines
• NLRB Insights
• Implementation Plan
• Employee Social Media Examples
• Future Issues
• Your Next Steps

5. Why Social Media?
• It’s a hot topic in business.
• Conversations are happening online
– with or without you.
• Employees are ambassadors.
• Positive ROI.

6. Guidelines vs. Policy (or both)?
• Understanding the difference
• Guidelines-
• Documents that seek to simplify a set of processes
with regard to an established habit or practice
• Merely serve as a guide
Read more: Difference Between Guideline and Policy | Difference Between | Guideline vs Policy
http://www.differencebetween.net/miscellaneous/difference-between-guideline-and-policy/#ixzz2bss5ZMTH

7. Guidelines vs. Policy (or both)?
• Understanding the difference
• Policies-
• Intentional map of actions that serves to guide an
organization or group in decision making or in attaining
positive results.
• Can be violated by the people.
• Enforceable; the enforcer would require the people to
follow them.
Read more: Difference Between Guideline and Policy | Difference Between | Guideline vs Policy
http://www.differencebetween.net/miscellaneous/difference-between-guideline-and-policy/#ixzz2bss5ZMTH

8. Policy and General Guidance
• Policies
• Should not be so sweeping that they prohibit the kind of
activity protected by federal labor law
• Protected = discussion of wages or working conditions
• Comments on social media are generally not
protected if they are mere gripes not made in
relation to group activity among employees

9. National Labor Relations Board
• The NLRB has taken the position that:
• The employees are engaging in 'protected
concerted activity' under the National Labor
Relations Act.
• Therefore, if employers have disciplined
anyone for engaging in that activity, that
discipline should be overturned, according to
the Board.
Read more: Advisory Board Q&A with Evan Rosen from Epstein Becker & Green,
http://www.advisory.com/Research/Human-Resources-Investment-Center/Expert-Insights/2012/Social-
media-policy

10. National Labor Relations Board
• Under section 7 of the National Labor
Relations Act:
• Employees have the right to engage in protected
concerted activity for mutual aid or protection
regarding their wages, hours, or working conditions.
→If employees as a group wanted to complain their
salary wasn't high enough, their boss was treating
them unfairly, or they disliked some policy, they have
the ability to air those grievances—even if the facility
is non-union.
Read more: Advisory Board Q&A with Evan Rosen from Epstein Becker & Green,
http://www.advisory.com/Research/Human-Resources-Investment-Center/Expert-Insights/2012/Social-
media-policy

11. Policy Enforcement Scope
• Unprotected activities
• Reckless or malicious behavior
• Sabotaging equipment
• Threatening violence
• Spreading lies about a product or service
• Revealing trade secrets
• Violating other company policies – privacy, safety, etc.
Can be addressed under a corrective action policy.

12. Implementation Plan
• Assemble all knowledge experts:
• HR, Legal, Marketing, IT, etc.
• Create and Implement Guidelines/Policies.
• Communicate Guidelines/Policies across the
organization.
• Educate and Train all co-workers.
• Monitor.
• Be consistent, fair, and keep it legal.

13. Communicating Across the Org
http://www.youtube.com/watch?v=pjocDhlicJs

14. Communicating Across the Org
• Encourage employee’s safe use of
social media:
• Intranet
• Email Signatures
• Business Cards
• Other

15. Communicating Across the Org
• Intranet

16. Communicating Across the Org
• Intranet

17. Communicating Across the Org
• Encourage employee’s safe use of
social media:
• Intranet
• Email Signatures
• Business Cards
• Other

18. Communicating Across the Org
• Encourage employee’s safe use of
social media:
• Intranet
• Email Signatures
• Business Cards
• Other

19. Employee Education
These guidelines apply to employees who create or contribute to blogs, wikis, social
networks, virtual worlds, or any other kind of social media. Whether you log into Twitter,
Wikipedia, MySpace or Facebook pages, or comment on online media stories — these
guidelines are for you.
Please keep in mind our overall goal is simple: to participate online in a respectful,
relevant way that protects our reputation and of course follows the letter and spirit of the
law.
General tips:
1.Be smart about protecting yourself and your privacy. What you publish is widely
accessible and will be around for a long time, so consider the content carefully.
2.Familiarize yourself with the privacy settings (if applicable) for networking sites you
choose to use. These allow you to choose who you want to share your information with.
Note that these can change often.
3.Safety experts recommend avoiding posts and status updates that may announce to
readers that you are not at home, as they believe this can increase risk of thefts.

20. Employee Education - Comments
An area where there has been increased participation is
commenting on on-line news stories related to Parkview.
Some tips for participating:
•Be transparent and state that you work at Parkview. Your
honesty will be noted in the social media environment.
•Know your facts before commenting. Never represent yourself
or Parkview in a false or misleading way. All statements must be
true and not misleading; all claims must be substantiated.
•Post meaningful, respectful comments — in other words, avoid
remarks that are off-topic or offensive.
•When disagreeing with others' opinions, keep it appropriate and
polite.

21. Monitoring and Responding
• How do you monitor?
• How do you respond?

22. Monitoring and Responding
• How do you monitor?
• Topsy Alerts
• SocialMention.com
• “Small World” and Technology Features
• Because the Parkview Health Facebook page is a
business page, we can click on the person’s name and
go to their page if it’s not set as private, but we are
unable to post on their page.

23. Monitoring and Responding
• How do you respond?
• Most often, we choose to opt out of the
conversation.
• If there is a potential violation, it is handled like all
other HR issues either through Compliance or
through HR and Department Leaders.

24. Pass or Fail

25. Pass or Fail

26. Pass or Fail

27. Pass or Fail

28. Pass or Fail

29. Forward Thinking
• References (and endorsements) via social
media.
• Vendor recommendations (and
endorsements) on LinkedIn.
• Your current issues are tomorrow’s
problems.

30. Your Next Steps
1. Review your employee handbook looking
specifically at policy for lawfulness and scope.
2. Identify Social Media Managers.
3. Monitor – real-time for key accounts.
4. Know and understand the difference between
concerted and non-concerted activity, protected
concerted activity and unprotected concerted
activity.
5. Discuss with your general counsel (or seek
counsel) before disciplining any employee for
social media related issue.

31. Questions

32. Downloads
Social Media Policy: http://db.tt/ZlDI6CUk
Internet Use Policy: http://db.tt/2qenfzhT