Social networking 1st, 2nd warning, your fired! Cancel The title field is required!

1. Kevin Fateley

   

   5 posts
   
   2/15/2013 8:02 AM

   I am upgrading our employment application to include on the very top of page.
   [u">Absolutely no social networking is permitted (i.e.) email, Facebook, twitter, personal voice calls,etc. during employee shifts. If you do not agree with this policy please do not fill out this application.[/u">
   Initial here if you agree with this policy. [u">...........[/u">
   
   Of course we still have our 2 essay questions on the bottom of application too which is very informative.
   Also, they can not apply online. Why deprive myself a first look?
   
   If hired we will explain that by initialing of the no social networking policy this will be considered the 1st written warning. The employee signature of the employee handbook will be considered the second written warning and any observation of social networking during employee shift will result in immediate termination.
   
   I have had enough my stand begins now! Civilized society depends on it!
   
   Kevin Fateley
   Wildcat Creek Golf & Fitness
   Manhattan Ks

   
   
   
   
2. Sean Hoolehan

   

   0 posts
   
   2/15/2013 9:02 AM

   Kevin,
   
   Our company has gone a little farther. We restrict employees from sharing any work activity on a social network. So when you go home you can not go to Facebook and share you had a tough day, saw someone famous, talk about a fellow employee or share any information about anything that happens at work. I have to be careful even here because even though I would like to consider this to be a Professional forum the TIO forum is clearly social networking. I have asked to begin a blog of my work and our department but have not been give permission to go live. Its not just lost time we are worried about it is privacy of our guests and fellow employees and the reflection on the resort. I support the rule 100%.

   
   
   
   
3. Kevin Fateley

   

   5 posts
   
   2/15/2013 9:02 AM

   Sean,
   
   Excellent idea that had not occurred to me. Thanks for making my Friday work day a little longer while I type up policy!
   
   Kevin

   
   
   
   
4. Andy Jorgensen

   

   1 posts
   
   2/15/2013 7:02 PM

   Although I understand the loss of productivity while social networking on the clock, there are those times when you could benefit. Why don't you use those employees skills when possible to update your clubs Facebook page, check out the courses reviews in a myriad of websites, or even read your competitors reviews on the same websites?
   
   I was posed this same question recently and tasked it to an employee. What they found floating around the Internet was a real eye opener. The reviews on a particular site for the neighboring course was very positive in our favor. Of course, we also found some straight up untruths on the same site about our course. Had I not taken the time to assign this to an employee, it could have been detrimental to future customers. No, we didn't submit a rebuttal. But we were able to have the comments removed.
   
   Use those strengths when you can. But keep them under check.

   
   
   
   
5. Matt Dutkiewicz

   

   0 posts
   
   3/7/2013 8:03 PM

   Banning social networking, to me, sounds like banning your teenage daughter from dating rockers....that just makes them want to do it even more. Whether Superintendents want to accept it or not social networking is huge, and its only getting bigger. You can either accept that and work with it and craft it to your advantage or refuse and it will eventually run you over. Having your crew waste the day tweeting is one thing, but utilizing them to spread the word about how great your course looks today, or how sweet your upcoming tournament is going to be can really drive up interest in your events and your facility. There are pros and cons on social networking just like there are for anything, but as with anything in life, take things in moderation.

   
   
   
   
6. Sean Hoolehan

   

   0 posts
   
   3/8/2013 8:03 AM

   Matthew Dutkiewicz said: Banning social networking, to me, sounds like banning your teenage daughter from dating rockers....that just makes them want to do it even more. Whether Superintendents want to accept it or not social networking is huge, and its only getting bigger. You can either accept that and work with it and craft it to your advantage or refuse and it will eventually run you over. Having your crew waste the day tweeting is one thing, but utilizing them to spread the word about how great your course looks today, or how sweet your upcoming tournament is going to be can really drive up interest in your events and your facility. There are pros and cons on social networking just like there are for anything, but as with anything in life, take things in moderation.

   
   
   Matthew, we would not have a problem with a employee saying "wow the course is great", and they would not be written up for anything like that. The problem is when they take pictures of what they see, write about who they saw at work they do not have permission to share that. In the resort/golf business lots of stuff goes on that's legal but but could be embarrassing to our guests. Couples are not always what you think, hotel rooms are protected like a private residence and a golf car is protected like a private vehicle. The Social media phenomena has taken business by surprise but its catching up. When i step on the golf course i never agreed to allow your employee mowing fairways to take pictures of myself my daughter, or anyone else never less post them on facebook to be share in their network that could be huge. It much safer to say "what happens at work stays at work".

   
   
   
   
7. Steve Nelson

   

   0 posts
   
   3/8/2013 10:03 AM

   Never really had this come up at our place. I could see this being a problem with the younger workforce and their smart phones and other devices, but we mostly have older guys who aren't into social networking etc. City of course restricts internet access for those with computer workstations, no facebook, twitter, youtube, online merchants, porn etc... I think I can access gcsaa only because it is a .org. They also monitor every keystroke you make and log internet time, so internet surfer beware. Agree that privacy of customers is paramount, but the notion of firing somebody because on their own time at home they posted something about having a tough day at work is kind of out there.

   
   
   
   
8. Stephen Ravenkamp

   

   1 posts
   
   3/17/2013 12:03 PM

   Sean,
   To me, your clubs policy seems a bit of an overreach and,perhaps, would not stand up to legal scrutiny. If its purpose is to improve productivity, which is entirely defensible,then why wouldn't you just tell employees they could not have cell phones while working? I know some courses use them as a convenient method of contacting employees during the day; but, if that is so important, get radios. Course maintenance got along just fine before and without cell phones and I don't believe they are necessary for the crew. If, however, the policy is because someone is afraid proprietary information will be disclosed, a non-disclosure agreement solves that dilema. But I think banning employees from talking about what they do at work, provided they aren't disclosing proprietary information, during their private time would probably be adjudged as a "chilling" effect on free speech in a court of law.
   Steve Ravenkamp, CGCS

   
   
   
   
9. Creamer T-Jay S

   
   3/28/2013 7:03 AM

   While we have a strict no texting / no phone calls policy while working, we actually encourage our 4-5 key staff that have company smart phones to take and post pictures daily. We created our own private "Links Team" facebook page to keep photos and comments to ourselves.
   
   We keep it strictly to positive photos and comments and this site has become an invaluable tool for staff morale over the past couple seasons.
   
   T-Jay Creamer
   Assistant Superintendent
   Victoria Golf Club
   Victoria, BC Canada

   
   
   
   
10. Mark Van Lienden

    

    14 posts
    
    3/29/2013 7:03 AM

    Great subject.I once worked for a guy who paid less if a person smoked because they worked less while smoking.I have also had a guy who was recently separated then divorced using text to talk with his kids before they went to school.As social media develops and you can get Internet with a pair of glasses would it be bad to read the gcsaa forums while waiting for golfers to putt out?I used to listen to gcsaa cassettes while mowing fairways.Do you allow headphones?How about those phones that attach to your ear?Perhaps I could get a second job as a telemarketer while I am changing cups?We have some rope available and some rain gear at a great savings if you are interested.

    
    
    
    
11. Anthony Taylor

    

    1 posts
    
    3/31/2013 11:03 AM

    I agree it is a great topic and am of the opinion that it is best to have a clear cut policy on the matter, if you are going to have it in "your" workplace. I personally use it because I work internationally, and benefit from seeing things posted from regional and international turf conferences etc. but I try to only use it after hours to stay in touch with family, friends, fellow superintendents and golfing buddies.I am also very careful of what is posted. I have seen some superintendents use it very tastefully to the benefit of their facility and profession.
    
    However, having had a case where it was totally disastrous in the workplace.. at a golf club (as the person posting pictures and comments had no understanding of sentiments and realities of others at the course) where there was in fact so much turmoil made over it, that a termination did occur, after verbal and written warnings were issued.. This employee put the club officials and members at risk with pictures and comments. In fact it became such a liability that a court case arose against the club from a disgruntled member who took the pictures from a social network site to court and also published them in a newspaper article announcing the court case.
    
    So having had personal experience of both the benefits and more importantly the risks, it is best to have a clear cut policy to communicate to the employees what the rules are !
    
    Save yourself any aggravation that could potentially arise....when in doubt have a written policy to protect yourself and the club.