Workplace conduct

Social Media in the Workplace

CISA

2 CPD points

4 modules

NOTE

This course can be customised to align with your organisation’s social media policy, conduct rules and company information requirements.

overview

Online conduct is workplace conduct

Social media can make workplace conduct visible, searchable and shareable far beyond the original moment. A post, comment, share, repost, image, joke or complaint may feel personal, but it can still affect colleagues, customers, company information, reputation and the employment relationship.

This course helps employees understand how social media use can create workplace risk, including defamation, disclosure of company information, online misconduct, personal liability, employer liability and reputational harm.

It gives employees practical awareness of what to think about before posting, sharing, commenting or using social media in ways that may connect back to work.

The course

Recognise social media risk

The course explains what social media and social networks are, how social media has changed communication, and why online behaviour can matter in the workplace.

It covers the legal and practical risks of social media use, including defamation, damaging posts, company information, unacceptable conduct, reposting or sharing content, employee liability, company liability, employee rights, employer rights, personal social media audits and social media policy expectations.

The focus is on responsible social media judgement, not legal advice or reputation management consulting.

Core idea

The post may be personal, but the workplace risk may not be.

Why it matters

Social media can blur boundaries

Employees may think of social media as private, informal or separate from work. In practice, the boundary is often messy. A post may mention a colleague, refer to a customer, reveal company information, damage trust, repeat a harmful allegation, share personal information, breach a policy or create a reputational issue for the employer.

There is not one universal South African rule that says every employee must complete social media training. But social media awareness can be relevant to existing workplace and compliance risks, including conduct, confidentiality, defamation, privacy, harassment, discrimination, cybersecurity and disciplinary processes.

This course helps employees understand where personal expression, workplace responsibility and company rules may overlap.

Help employees use social media responsibly at work and online.

Got questions? Start here.

Why should organisations provide social media training?

Social media training helps employees understand how online behaviour can create workplace risk. Posts, comments, shares, reposts, images or jokes may affect colleagues, customers, company information, reputation and the employment relationship. Training gives employees practical awareness of what to consider before posting or sharing content that may connect back to work.

Who should complete social media in the workplace training?

This course is relevant to employees who use social media personally or professionally, especially where their online conduct may be associated with the organisation. It is also useful for managers, communications teams, customer-facing teams, HR, marketing, sales, public-facing employees and employees who handle company or customer information.

What does the Social Media in the Workplace course cover?

The course covers social media and social networks, how online communication has changed workplace risk, and what can go wrong on social media. It also covers defamation, acceptable and unacceptable conduct, company information, sharing and reposting content, employee liability, employer liability, employee rights, employer rights and social media policy awareness.

Is social media training a legal requirement?

There is not one universal South African rule that says every employee must complete social media training. The need for training depends on the organisation, the work employees do, the risks they face and the policies they must follow. Social media training can still be compliance-relevant because online conduct may involve defamation, privacy, confidentiality, harassment, discrimination, company information, misconduct, reputational harm or disciplinary consequences.

Can employees be held responsible for personal social media posts?

Yes, in some circumstances. A personal post may still create workplace consequences if it affects the employer, colleagues, customers, confidential information, reputation or the employment relationship. The course helps employees understand why personal online conduct may not always stay separate from workplace responsibility.

Can this course be customised to our social media policy?

Yes. The course can be customised to align with your organisation’s social media policy, brand rules, confidentiality expectations, acceptable-use rules, disciplinary standards, reporting channels and guidelines for employees who communicate online. This helps employees connect the training to the standards they are expected to follow at work.

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