CTV News has an excellent article that discusses important issue of how to monitor your reputation on social networks. While including some practical tips, the article discusses the importance of being proactive with your online reputation and privacy in what is described as “this Wild West world”.
How to monitor your reputation on social networks
November 15, 2010
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Defamation, Due Diligence, Facebook, Internet, Monitoring, Social Networking Websites | Tagged: Due Diligence, Facebook, Google, Internet, Online Reputation Management, Social Networking |
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Posted by Brian Bowman
Social media: Is your organization’s head in the sand?
October 26, 2010
Is your organization in the social media world?
If your answer is “no” you’re wrong. Sorry, but it was a trick question. Whether your organization admits it or not, it is in the social media world. Clients, prospective clients, employees and even competitors are almost certainly engaging in conversations about your organization on Facebook and LinkedIn. The question is whether you’re a part (or even aware) of those conversations. The second question is what are you going to do to shape those conversations, to the extent that you can?
The reality is that Canadian employees, for example, are blogging, tweeting and accessing social networking websites with increasing frequency. And the result is increased legal risks for Canadian businesses. These risks include disgruntled employees intentionally revealing trade secrets, defaming supervisors, harassing co-workers, or posting negative information about their employers’ business. There are even additional threats resulting from loyal employees who inadvertently disclose information online that runs afoul of privacy and competition laws. These threats won’t go away if your company has its head in the sand regarding social media.
One important step to dealing with and leveraging social media is to implement a social media policy within your organization. Doing so won’t address every potential headache related to social media, but it will help to manage online discussions that are occurring during and after work hours by your own employees. And since some of the greatest risks I’ve mentioned above stem from your employees, my best advice is to implement a social media policy. Key components in a social media policy should include:
- defining the scope of prohibited activities;
- clarifying to whom the policy applies;
- addressing how infringing content should be removed from social media sites;
- spelling out who, when and how monitoring of social media sites occurs; and
- advising of penalties and enforcement of the policy.
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Blogs, Employee Monitoring, Facebook, Monitoring, Online Reputation Management, Social Networking Websites | Tagged: Blogs, Employees, Facebook, Online Reputation Management, Social Networking |
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Posted by Brian Bowman
Frenemies a big threat to your privacy: New privacy rules required?
October 18, 2010
Who is the biggest threat to your privacy? Government bodies? No. Businesses? Nope. How about your supposed friends, or “frenemies”? Absolutely.
No one knows more detailed personal information about you than your Facebook friends. So do we need new privacy laws to protect you from violations perpetrated by other individuals? Read more>>
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Facebook, Online Reputation Management, Privacy, Social Networking Websites | Tagged: Facebook, Online Reputation Management, Privacy, Social Networking |
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Posted by Brian Bowman
Court says University sanction over Facebook postings violated Charter
October 15, 2010
An Alberta Court of Queen’s Bench has issued a precedent setting ruling that relates to Facebook comments and, specifically, whether the Charter of Rights and Freedoms can apply to universities. In the case of Pridgen v. University of Calgary, the court ruled that the post-secondary institution violated two students’ Charter rights when it sanctioned them for posting critical comments about a professor on Facebook. The students were found by the University to have committed non-academic misconduct and were placed on probation as a result of their Facebook comments. They applied for judicial review to set aside that decision on various grounds, including that their right to free expression under the Charter. The University argued before the court that the students had committed acts of defamation on Facebook.
One of the big issues in the case related to whether or not the Charter applies to universities. The University argued that the Charter only applies to government institutions and did not apply in this particular case because the University is not part of the government and was engaged in regulating its own internal affairs when disciplining the students. Earlier court decisions have left open the possibility that the Charter might apply to subordinate bodies created and supported by the government, including “many forms of delegated legislation, regulations, orders in council, possibly municipal by-laws, and by-laws and regulations of other creatures of Parliament and the legislatures”. In this particular case, the court declared that “the University is not a Charter free zone”. As a result, and considering the particular facts of this case, the court ruled that the students’ Charter rights were infringed by the manner in which they were sanctioned for their online behavior. A University spokesman has indicated that its legal staff will review the decision to determine whether there will be an appeal.
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Defamation, Facebook, Online Reputation Management, Social Networking Websites, Website Discussion Boards | Tagged: Defamation, Facebook, Online Reputation Management, Social Networking |
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Posted by Brian Bowman
A Conversation with Elizabeth Denham, British Columbia’s Information and Privacy Commissioner
October 12, 2010
Continuing a series of blog posts that I’m calling “A Conversation with…”, I’m delighted to post the following conversation with British Columbia’s new Information and Privacy Commissioner, Elizabeth Denham.
Canada’s privacy community will know that Commissioner Denham brings to her new role a wealth of experience and accomplishment. Her resume includes Assistant Privacy Commissioner of Canada and Director, Private Sector, for the Office of the Information and Privacy Commissioner of Alberta. I’ve had the pleasure of knowing Commissioner Denham for some time and have always appreciated her practicality and great sense of humour. B.C. will undoubtedly be well-served.
Of course, I’d like to thank Commissioner Denham for agreeing to engage in this online conversation. If you’d like to learn more about Elizabeth Denhem or B.C.’s Information and Privacy Commissioner’s Office (“OIPC”), I’d encourage you to visit the OIPC’s website (www.oipc.bc.ca).
Q – You served as Assistant Privacy Commissioner of Canada until being appointed BC’s Information and Privacy Commissioner in July 2010. How are things going in your new role?
A – It is a good thing that I am a recreational runner, because I have certainly hit the ground running! This is an extremely busy office, due to the scope and nature of the work and to the fact that I have inherited one of the leanest oversight agencies in the country. I am very lucky to have a team of hardworking, enthusiastic and seasoned professionals to support me.
While I do have “in the trenches” FOI experience, that was more than 10 years ago, forcing a quick re-immersion into the duties of ensuring accountable and transparent government. Since my appointment I have issued a report on the timeliness of government responses to access requests, worked on a strategy for government-wide proactive disclosure and executed our annual tribute to open government, Right to Know Week.
However, in my view the biggest challenge facing me in this term is public sector privacy issues. The government has ambitious plans for data sharing across ministries, to create linked electronic databases. It is my immediate priority to ensure that privacy is baked into BC’s e-government programs, including e-health.
Q – I’ve long considered BC one of the most progressive privacy jurisdictions in Canada. How has this happened and what can other provinces/territories learn from BC’s privacy community?
A – I think there are a number of factors that has put BC out in front with respect to privacy. My two predecessors, David Flaherty and David Loukidelis, are without a doubt two of the top privacy experts, and their ability to break trail has benefited all of BC. The former Commissioners were very skilled at making privacy a common topic of discussion and spreading the word about privacy rights and obligations. BC also has active and engaged civil society pushing hard for access and privacy rights, and I am referring to the BC Freedom of Information and Privacy Association as well as the BC Civil Liberties Association as key thought leaders. Finally, the citizens of BC have a reputation for being politically aware and engaged, and unafraid to bring burning issues to the forefront. I think the key learning outcome for other jurisdictions is work hard at capacity building and public outreach, and encourage other groups to actively enter the policy debates around access and privacy. We need other voices. Regulators cannot do it alone.
Q – Given that BC has a provincial privacy law (PIPA) that is “substantially similar” to PIPEDA, and considering that many readers of this blog are from outside BC (and Canada), can you briefly highlight the most important things that businesses should know about BC’s private sector regime?
I think the three most important points are these:
First, make sure you have a legitimate operational need to collect any personal information. This requires ongoing monitoring to ensure the operational requirement still exists, and routinely and safely purging personal information no longer required. Personal information is both an asset and a liability, and collecting and retaining personal information when no reason exists is a huge business risk.
Second, be transparent about what you are doing with the personal information you collect in the course of your operations, and ensure that anyone that you hire on your behalf behaves in the same manner.
Finally, data safeguards, or rather the lack thereof, remain the primary source of privacy breaches and a threat to your business brand. Safeguards are much more than passwords and locked cabinets—they include proper and ongoing staff training, privacy audits and assessing the privacy impacts of new policies, programs or services. Safeguarding personal information requires ongoing attention, and a willingness and ability to adjust the safeguard strategy when needed.
Q – Your work in the area of social networking as been outstanding, which in the case of Facebook resulted in a number of changes to the social networking site—changes that were implemented on a global basis. Some readers may presume that a privacy commissioner such as you wouldn’t use social networking sites. In my case, I’m active on LinkedIn. How about you?
A – I have several accounts with social networks, including Facebook and LinkedIn. I first joined the networks because I wanted to deeply understand the services, and their functionality; this was critical to my work. But Facebook also helps me keep track of my far-flung 20-something children who live their lives on-line! But I am a savvy consumer of these services, and obviously avail myself to all of the privacy controls they offer. I do not post anything on either of those sites that is not already publicly available or any information that I would not hesitate to make public. I am very careful before downloading any third party application—carefully scrutinizing their privacy policies beforehand.
Q - In your view, what kind of privacy developments should we watch for in the coming year in British Columbia?
A – On the government side, I think the primary issues will be an increase in the development of linked data networks containing personal information bringing risks to transparency, appropriate access, use and disclosure and a heightened risk of transmission of inaccurate and incomplete information.
On the private sector side, I know we will see more collaboration and cooperative oversight between the federal and provincial commissioners. New technologies and business models challenge the ability of any office to “go it alone”. Canada is a leading voice on privacy and new technologies. I look forward to working with my colleagues on smart, relevant and timely oversight.
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Facebook, Internet, Personal Information, PIPA, Privacy, Privacy Commissioner, Social Networking Websites | Tagged: Facebook, Internet, Privacy, Privacy Commissioner, Social Networking |
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Posted by Brian Bowman
Must departing employees “de-friend” connections on LinkedIn?
June 16, 2010
Can the act of connecting with other professionals on social networking websites such as LinkedIn constitute a violation of a non-compete or non-solicitation contractual undertaking? Are departing employees that are subject to such restricted covenants required to disconnect and “de-friend” colleagues and customers of their former employer until the contractual undertaking have expired?
ComputerWorld is reporting today that an IT staffing firm has accused one of its former employees of violating her non-compete undertaking through her conduct on LinkedIn. I’m not aware of any similar lawsuit to date in Canada so it’ll be interesting to see how this particular case evolves in the U.S. This case and others that I’ve previously noted highlight the blurring line between online and offline worlds. Businesses should consider whether or not, and to what extent, they should try to enforce such restrictive covenants in the social networking world. Stay tuned…
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Employee Monitoring, Internet, Monitoring, Online Reputation Management, Social Networking Websites | Tagged: Businesses, Customers, Employees, Internet, Online Reputation Management, Social Networking |
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Posted by Brian Bowman
Social Media and the Workplace webinar: Watch now!
May 20, 2010
Thanks to everyone from Europe, the U.S. and across Canada who attended last week’s Social Media and the Workplace webinar. If you didn’t have a chance to attend, you can now watch the webinar here.
Related information on this blog that may be of interest to you includes this audio link to my recent CJOB|68 radio interview with Human Resources specialist Barbara Bowes in which we discuss privacy issues in the workplace. You may also want to read this article I penned with my colleague Andrew Buck entitled Monitoring Employee Email: A Privacy Primer. And, of course, you can use the blog’s “Tags” to navigate to specific content of interest.
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Employee Monitoring, Facebook, Monitoring, Privacy, Social Networking Websites | Tagged: Employees, Facebook, Social Networking |
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Posted by Brian Bowman
Employee monitoring in today’s workplace
May 10, 2010
There’s no question that as we dive deeper into the information age technology will continue to permeate the workplace. Tech gadgets such as iPhones and Blackberries are cheaper and more convenient than ever before. But as the workplace becomes inundated with these tech tools, businesses increasingly have to ask themselves how they can manage the corresponding legal risks inevitably raised by empowering a legion of employees armed with Smartphones. If only there was “an app for that”!
The “fuel” for many gadgets currently in the workplace is data, which may or may not relate to the employer. And I’m not just thinking of Smartphones provided by the employer. I’m also thinking of social media websites such as Facebook and Twitter, which are often accessed after work hours on employees’ home computers.
What happens when an employer uses data gleaned from a company-owed iPhone or Blackberry to monitor an employee in the workplace? What about monitoring an employee’s Facebook page? After all, it’s not uncommon for information about an employer or its clients to appear on an employee’s Facebook page. Further, some employees have no second thoughts whatsoever about posting personal messages during paid company time. Many employers are introducing social media policies to mitigate the resulting legal risks. But how far should employers go to protect their interests?
Today’s post is the first in a series that I’ll publish in the coming weeks to provide you with an overview of legal developments regarding monitoring in the workplace, with a focus on employer monitoring of employee social media and Smartphone activities. Upcoming posts will also examine workplace privacy issues related to email, video and GPS monitoring. Stay tuned…
In the meantime, click here to listen to my recent CJOB|68 radio interview with Human Resources specialist Barbara Bowes in which we discuss privacy issues in the workplace. You may also want to attend a complimentary Social Media in the Workplace webinar that I’ll be providing with a few of my colleagues next week (May 19th). Click here for info and to register (space is limited so register soon).
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Employee Monitoring, Facebook, Mobile devices, Privacy, Smartphones, Social Networking Websites | Tagged: Employees, Facebook, Mobile devices, Social Networking |
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Posted by Brian Bowman
Why the banks want to be your Facebook friend: Canadian Business Online
April 13, 2010
Canadian Business Online is asking if you “ever wonder who’s checking your Facebook profile? Sure, there are probably the old standbys, like your high-school crush and your nosy co-worker, but you should be aware that there might be someone else checking you out: your banker. Financial institutions of all stripes have been scouring social-networking sites since the days when MySpace was all the rage; now they troll Facebook, Twitter and blogs to find out more about their customers. Don’t be surprised if soon they take the information they’ve found about you and use it to determine your creditworthiness.”
Yours truly was interviewed by Canadian Business Online for this article and, as you’ll see, I comment that I’m not aware of whether, or to what extent, the big banks and credit card companies are using personal information that’s publicly available on social networking websites to determine credit worthiness. That being said, in the insurance industry “using information from social-networking sites has already become commonplace”. The message that I’d take from this article is that Canadians’ understanding of privacy, and the ground rules for managing publicly available personal information that we willingly post online, is rapidly evolving.
Read the Canadian Business Online article here>.
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Facebook, Online Reputation Management, Privacy, Social Networking Websites | Tagged: Facebook, Internet, Online Reputation Management, Privacy, Social Networking |
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Posted by Brian Bowman
Israeli military ‘unfriends’ soldier after Facebook leak: BBC
March 18, 2010
In what should serve as a valuable reminder of the need to educate employees about what constitutes acceptable postings on social networking websites, BBC is reporting that “the Israeli military cancelled a planned raid on a Palestinian village after one of its soldiers posted details of the operation on Facebook. The unnamed soldier revealed the time and place of the raid and the name of his unit on the social networking site.”
I’ve previously commented on social networking websites and employer-employee relationships. This BBC report is just one more example of a situation which may have been prevented with better employee training and a clear social networking policy. Common sense should, and typically does, guide employees in determining what to post online. Yet, if an Israeli soldier can’t think twice before posting the details of a planned operation it’s easy to see how some employees of Canadian businesses – perhaps yours - unintentionally post valuable corporate information online.
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Facebook, Internet, MySpace, Online Reputation Management, Social Networking Websites | Tagged: Corporate Information, Employees, Facebook, Online Reputation Management, Social Networking |
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Posted by Brian Bowman
