Are you a Facebook fan Do you Tweet? If you use social networking sites you should be aware that your employer has the right to take disciplinary action against you for inappropriate behaviour on these sites – including outside of working hours.
Social networking sites have been increasingly in the news in recent months, with Facebook currently the most popular – even Her Majesty The Queen has a page now!
Whilst such sites have their place when used correctly, veterinary nurses should be aware that use of social networking sites and blogs can give practices a unique insight into the private lives and thoughts of their staff. What can or will your practice do if it comes across defamatory statements about the practice, or evidence of a vet nurses comments about another member of staff?
Fine lines
Your practice has to make a distinction between material that breaches confidentiality or undermines its reputation and that which expresses opinions or exhibits conduct which your practice does not like. The former may undermine the relationship of mutual trust and confidence between a vet nurse and the practice and justify disciplinary action, which could include dismissal.
You need to be aware of the practices policy on the use of IT and also of the disciplinary policy that covers comments and conduct outside the workplace.
The following are points that you should think about – or ask about – within your own practice.
1. If VNs are allowed personal internet use in work time, you should be clear regarding the extent of any permission and any restrictions on time (this also includes use of your personal mobile phone).
2. There may be restricted access so that certain types of site (such as Facebook, Twitter, Linked In, My Space) are prohibited. Make sure you know what you are – or are not – allowed
to access.
3. In the event of abuse, or in the event of defaming the practice or bringing it into disrepute, you should be aware of what the consequences of your actions will be. VNs should also be aware that under various RCVS guidelines this action could be construed as unethical conduct and breach of confidentiality. You may not intend your written word to become public, but once you send a text, e-mail, add a blog or comment, it is out of your hands and you should be mindful of this.
4. Disclosing confidential information, including discriminatory or offensive comments about other members of staff could also result in disciplinary action, including dismissal.
5. Clear guidelines should be in place as to the nature and extent to which an employees use of IT may be monitored.
What does it say about you?
It is also important to realise that many employers are now using social networking sites as a means of finding out more about potential employees during the recruitment process. It is well worth paying attention to – and reviewing the content and style of – your personal online profile. What message does it send about you as a potential employee or colleague?
It may also be worth checking your privacy settings on the social networking sites you use. Who has access to you and your details? Is it just friends or friends of friends? Remember the more people who have access to your profile, the more you open yourself up to potential problems.
Author
Nicky Ackerley BA (Hons)
Nicky Ackerley HR Support is owned by Nicky Ackerley who has a BA (Hons) Business Studies Degree, is a member of the Chartered Institute of Personnel and Development and who has been a practising HR manager for over 20 years. HR Support Consultancy has provided the BVNA's Industrial Relations Service since it began in 2002.
• VOL 26 • February 2011 • Veterinary Nursing Journal