With blogging becoming an increasing part of everyday life, management and companies need to take a serious look at the potential consequences of employees blogging anything concerning the company; not simply whether they something bad about, which is the least of our worries, but if they start naming names and revealing information about specific individuals within the company.
Some companies don't allow employees to blog at all, and have fired some because of what they've put on their blogs. Part of that potential problem could be the right to free speech and the policies of the company.
One of the things we can do while considering a blogging policy is to brainstorm about the possible problems that could occur if your workers start blogging and how it could coincide with the type of business culture you have.
Attorney Megan Belcher writing for Ingrams online says that like everything else, there should be a written policy in place that reminds workers of keeping private information out of the blog and to be considerate for their co-workers.
"In addition, the employer should provide examples in the policy of what is and is not appropriate commentary, making it clear that any breach of the employer’s blogging policy may result in discipline—up to and including termination of employment.
"Employers should further ensure that their blogging policy is consistent with their anti-harassment and anti-discrimination policies."
The point is that we shouldn't "wait" for something to happen; we must be proactive, rather than reactive, in the blogging challenge. Putting a blogging policy in place protects the company and helps to guide employees in what should or should not be included in their online writings. We shouldn't wait till something blows up in our faces.
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