South Yorkshire companies are being urged to face up to the reality of Facebook and other social networking websites – or risk losing productivity, profits and reputation.

Lawyers at South Yorkshire’s leading law firm DLA Piper have warned employers against ignoring the growing phenomenon of online socializing, shopping and blogging. 

Alan Chalmers, employment partner in the Sheffield office of DLA Piper, said: “Chances are that an employee diligently glued to their computer screen may be updating their personal online profile or bidding on an auction site rather than working.

“And unless you have policies and procedures in place you may find yourselves becoming unstuck in any attempt to divert your employees' attention away from the latest Internet fad and back onto their work.”

Unregulated access to blogging and social networking sites such as Facebook, MySpace and Bebo can reduce both productivity and profits. Recent research indicates that UK employers lose £132 million a day due to staff browsing Internet sites.

Blogging may involve breaches of company confidentiality and employee criticism could destroy at a click the hard-won reputation and brand of any business.  Cyber-criminals could also target the company to steal employee information.

Alan stressed that employers should draw up and implement a comprehensive policy on the use of social Internet use.  Any policy should ban the creation and accessing of web logs, internet shopping, auctions etc. on company computers and in working hours. Or the policy should make it very clear whether employees can engage in these activities at certain times, such as during lunch breaks.

He added: “Employers should also provide guidelines on what practices will be deemed acceptable outside the working environment. This could include things such as whether workers can disclose who their employer is, restrictions on references to fellow workers and the disclosure of confidential or sensitive information. 

“A policy should insist that any blog includes a disclaimer stating that views expressed are those of the individual alone and not made on behalf of the employer.  It must be made clear that a breach of the policy will be considered a disciplinary offence capable of leading to dismissal.

“Employers should revisit their grievance and whistle-blowing policies to ensure that employees have a sympathetic ear within the business for any issues they feel the need to air.”