Louisa Clery has been the HR writer for Thomson Reuters in New Zealand for almost nine years, and is the updating author for the online People Management Plus library as well as four looseleaf reference books covering employment and occupational health and safety. She is also one of the main writers for Alert24 People Management. Louisa has spent around 20 years in business and legal publishing, making good use of her degree in Environmental Studies, NEBOSH certificate in occupational health and safety, and Canterbury University certificate of proficiency in Employment Law. On her shelf of “books I have authored (or co-authored)”, you will find Employment and Your Business, Work Safe, Healthy Business, and People Matters. Louisa works remotely from North Canterbury, where she grows chilli peppers in her spare time.

4 Responses

  1. Vivienne Storey
    Vivienne Storey at | | Reply

    Great article thanks Louisa. I think the key thing to remember with social media is that it’s highly public and so your behaviour on social media sites needs to reflect this whether you’re working or it’s personal use. It is just a new twist on old problems – just highly magnified in terms of possible audience! Instead of being “overheard” by one or two people you can be shouting inadvertantly at millions. Our experience in the work place that a little education on the public nature of social media goes a long way.

  2. Louisa Clery
    Louisa Clery at | | Reply

    Absolutely Vivienne. I should have made more of the far more public nature of social networking websites, and also their ease of use. Public rantings aren’t new, however they can now be broadcast to a global audience with little thought or effort. This is unlike the days where writing “a letter to the editor” (and having it published) was required, or being interviewed on TV or radio, or grabbing a soap box and megaphone spouting off in a well-populated area,or handing out leaflets to passers-by.

    It is lovely to get the feedback and sage advice about a little education going a long way. Thank you 🙂

    Louisa

  3. David Lawyer
    David Lawyer at | | Reply

    Whether a company or business “can and should” keep a watchful eye on employees and new recruits via social media is really irrelevant, because more than likely they are. The tools are there, they’re available, and many are free to use (in price but not in time spent). You could almost say that a company is putting itself into a competitive disadvantage if it didn’t use social media to keep tabs on employees?

  4. Louisa Clery
    Louisa Clery at | | Reply

    I appreciate your feedback David. There’s no geographic location on your website, but I suspect you are in the US or Canada? The culture – and employment and privacy laws – are rather different in New Zealand, and what I can glean from local media (and social media), this is still an emerging issue. My guess is that there are many NZ employers who don’t monitor employees via social media.

    We have a large proportion of small and medium-sized businesses with limited resources. Going by the employment cases I’ve read, you’d be astonished at how many NZ employers fail to even check references before hiring, let alone Facebook or blogs. Not that this won’t change, my expectation is that it will.

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