Clarke and Son News

A survey conducted by YouGov, recently found that 39% of employees who blogged admitted that they had posted details which could be potentially damaging to their work environment.

This may not only cause a business problems, but may also lead in dismissal for the employee.

As reported by Personnel Today, Gillian Dowling, technical consultant at Croner suggests the following for employers:

• All employers need well drafted contracts of employment and a staff handbook. Well-drafted documents are likely to contain definitions of gross misconduct and clauses maintaining confidentiality which will already cover the serious risks of blogging. In addition, specific procedures for whistleblowing will already have been notified to the staff to enable employees with concerns or allegations to make protected disclosures within the organisation.
• It may be appropriate to extend a firm’s internet policy to cover blogging and the risks involved of disclosing information over the internet.
• In sensitive roles employees may be asked to sign media and communications policies, which should be expanded to include blogging.
• In some industries where there is a high level of computer literacy and usage, having a corporate blog may be an appropriate way forward to tap into the bloggers’ creative energy and enthusiasm.

If you are unsure of your obligations as an employer, why not contact our specialist legal team.