When disciplining someone for their social media posts, let caution prevail
Like the CNA in Indiana who posted a photo of a 51-year-old male paraplegic's behind on Facebook last May. Come on, don't we know better than this? But, what about the nurse in Kentucky who posted Facebook comments complaining about the high patient-to-nurse ratios at the hospital where she worked?
The difference between the two?
One is an example of behavior that crosses the line into patient privacy issues; the other an issue related to comments about working conditions or pay. The first falls clearly into an area that can be addressed through employer policies. The second strays over into protected activity under the National Labor Relations Act (NLRA). As with most issues impacted by social media these days, it's not that the rules are changing, it's just that the impact of complying - or not complying - with these rules is being felt far more broadly than ever before.
Being Social With Social Media
What is your status in this expanding world of communication? In the "old days," if a nurse manager was aware of two nurses grumbling about their working conditions in a hallway, they might call them on it and few would be the wiser. Today, though, if those same nurses are grumbling on Facebook, the impact changes exponentially.
The rules - about what managers should and shouldn't do in response to such things - have really not changed. The awareness of those rules, and potential infractions, is just coming more to the forefront. The American Medical Association in 2010 adopted a policy on the use of social media in 2010. In October 2011, the American Nurses Association and the National Council of State Boards of Nursing mutually endorsed guidelines for upholding professional boundaries in a social networking environment.
In January 2012, NLRB weighed in on issues relating to discipline or termination of employees for comments or complaints related to working conditions. The Operations Management Memo covers 14 social media cases, half of which address questions about employer social media policies. ...
http://nursing.advanceweb.com/Nurses-Speci...
The difference between the two?
One is an example of behavior that crosses the line into patient privacy issues; the other an issue related to comments about working conditions or pay. The first falls clearly into an area that can be addressed through employer policies. The second strays over into protected activity under the National Labor Relations Act (NLRA). As with most issues impacted by social media these days, it's not that the rules are changing, it's just that the impact of complying - or not complying - with these rules is being felt far more broadly than ever before.
Being Social With Social Media
What is your status in this expanding world of communication? In the "old days," if a nurse manager was aware of two nurses grumbling about their working conditions in a hallway, they might call them on it and few would be the wiser. Today, though, if those same nurses are grumbling on Facebook, the impact changes exponentially.
The rules - about what managers should and shouldn't do in response to such things - have really not changed. The awareness of those rules, and potential infractions, is just coming more to the forefront. The American Medical Association in 2010 adopted a policy on the use of social media in 2010. In October 2011, the American Nurses Association and the National Council of State Boards of Nursing mutually endorsed guidelines for upholding professional boundaries in a social networking environment.
In January 2012, NLRB weighed in on issues relating to discipline or termination of employees for comments or complaints related to working conditions. The Operations Management Memo covers 14 social media cases, half of which address questions about employer social media policies. ...
http://nursing.advanceweb.com/Nurses-Speci...
Excellent warning to -----either some BIA members are STUPID or just FRAUD.............