Lawyer Article
Facebooking Tweeps: What Radio and TV Stations Should Know About Employees Using Social Media
August 5, 2009
"Here's a good test: regularly Google or Twitter your company name and "sucks" just to see what people are saying."
That's just some of the frank, practical advice Womble Carlyle attorneys Gregg Skall, Charlie Edwards and Theresa Sprain have to offer about radio and television stations allowing employers to use Facebook, Twitter and other social networking media.
Skall, a telecommunications attorney, and Edwards and Sprain, who practice in the firm's Labor and Employment Team, have co-authored an article entitled "Are You a Twit? What's Your Social Media IQ" for the latest edition of Radio Business Report/Television Business Report.
Certainly, many businesses are successfully employing social media networking tools. Sprain, Edwards and Skall say such use should be encouraged-and may even be necessary in today's marketplace. However, they say every radio and television station should have a station and personnel policy governing public participation in social media that addresses or references the company. Station officials also need to stay aware of how employees are using such sites.
Charlie Edwards has nearly 40 years of experience in labor and employment law, having represented employers in literally hundreds of cases. However, he makes litigation avoidance his primary objective, and regularly works with employers on ways to protect themselves from labor and employment lawsuits.
Gregg Skall represents broadcast radio and television stations in both business dealings and regulatory matters before the FCC and Congress. He is a recognized writer and frequent speaker on topics of FCC administrative process, mass media, and telecommunications regulation, and has taught Telecommunications Law and Policy at The George Washington University.
Theresa Sprain focuses her practice on labor and employment litigation, representing employers in discrimination lawsuits, wage and hour claims and employment contract disputes. She also regularly counsels employers on human resources policies and employment law compliance.
This document is intended as an informational reminder and does not constitute legal advice. If you have any questions or would like to discuss a particular situation, please contact Womble Carlyle Sandridge & Rice, LLP. The purpose of this article is to provide general information about significant legal developments and should not be construed as legal advice on any specific facts and circumstances.