“Blogging” has become the new medium for many people to communicate with their friends and family (as well as strangers who stumble upon the blog).  A blog is an on-line journal where the writer submits reflections, comments, links to other web material, and pictures.  Often bloggers post about their family, friends, and hobbies, but a few bloggers also post about their jobs.  These postings can lead to trouble.--Employers have purportedly terminated employees for posting offensive blog material, such as: risqué photographs of an employee in a company uniform, vents about work conditions and bosses, complaints about co-workers, and disclosure of confidential company information.

To prevent employees from posting offensive or inappropriate material, employers should adopt policies to address blogging by employees.  An employer should require that employees: (1) refrain from blogging on company time or utilizing company resources; (2) comply with the employer’s code of conduct, anti-discrimination policies, and anti-harassment policies; (3) not represent or imply that the blog expresses the employer’s opinion; and (4) not disclose the employer’s confidential or proprietary information.  Employees should be advised to be open and honest about blogs and to use judgment when posting potentially offensive material regarding an employer, its employees, or its clients.  Employees should also receive training on these policies.

For more information on this issue or to seek help in drafting a policy to address blogging, please contact the Business Litigators at Clouse Dunn LLP at info@cdklawyers.com.