All workplaces should have a social media policy in place which outlines behavioral expectations for employees. This includes non-profits, governmental agencies, as well as private sector businesses. It is pretty difficult to discipline an employee for spending too much time on Ebay or Facebook, or for sharing corporate news through Twitter, without specific guidelines in place.
I previously blogged about the need for social media polices in your workplace. Employers should consider the scope of their social media policy and make sure the policy fits their business model. Do you want employees to be sharing business information on social media? How does social media use by employees fit into your business public relations plan? Is it necessary to limit an employee’s use of social media? What are potential business advantages and disadvantages as a result of employees using social media? Should you exercise some type of control over social media and funnel it through one source?
If you are still not convinced you need a social media policy, the Federal Trade Commission recently posted its "Guides Concerning the Use of Endorsements and Testimonials in Advertising." It indicates employers could be liable for false statements about their buisness/products made by employees through social media, and that employees are required to disclose their employment relationship to your buisness when making any endorsements.
Social media policies should address your unique business needs. Many model policies are available on-line, however one size does not fit all. You don’t need to recreate the wheel while drafting your own social media policy, you just need to tailor it to fit the needs of your business.