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As an organization you likely have an annual budget for advertising, however it is most likely your real influential marketers are already residing inside your organization. Those are your employees.
Many employees share their opinion about their employer on Facebook, Instagram, Twitter, LinkedIn and other social media platforms. Your employees have a powerful voice that can have both a positive and negative impact on your business.
We have all heard triumphant stories of companies that leverage social media to increase their brand awareness and generate new business. But we’ve also heard those stories in which an employee has created significant negative attention and consequences for their employers.
In terms of the internal benefits, social media can be a commanding tool for employees, helping them to collaborate, share ideas and solve problems. And research has shown that over 80% of employees believe that social media improves their working relationships and 60% believe social media supports decision-making processes.
Conversely, 8% of employers have fired employees because of statements made on social media, and 20% of employers have disciplined employees for social media misuse.
Is there middle ground? Should you allow employees to use social media at work? And if so to what extent?
This session will explore the pros and cons associated with social media in the workplace and look at:
· Framework for creating a Social Media Policy
· How to best Communicate your Policy
· Explore Employee Social Media Rights & Responsibilities (and consequences)
· Finding a balance between when and how employees can use Social Media in the workplace
· Discuss the Employers Social Media Rights & Responsibilities
Presenter: Pamela Bragg
Pamela is a professional consultant, trainer and coach with over 25 years’ experience in Organizational and Leadership Performance within multi-national environments, both union and non-union.
Her professional background includes work as a senior HR Director with Lafarge North America where she was the key HR business partner for the Product Line General Managers (ready mix concrete, aggregates, cement manufacturing, asphalt, pave and construction) and leadership teams across Western Canada and the PNW US.
For support or inquiries, please email firstname.lastname@example.org or call 604-293-2339.
CWU members may qualify for reimbursement. Please contact email@example.com or 1-844-293-2330
COURSE REGISTRATION CANCELLATIONS, TRANSFERS & REFUNDS:
Cancellations received at least 14 business days prior to the course will result in a full refund.
Cancellations received less than 14 business days but more than 7 full business days prior to the course are subject to an administration fee of $100 per day for full and half-day seminars, or $25 for breakfast sessions.
Registrants who do not show up for a course, and/or who do not notify CITN at least 7 full business days prior to the course date will be assessed the full cost of the course. There will be no refunds or credits in this case.
Substitution of attendees is permitted up to and including the day of the course.
COURSE CANCELLATION BY CITN:
CITN may have to postpone or cancel courses due to insufficient enrolment, in which case CITN’s liability will be limited to a refund of the registration fee.