It is best to remain abreast of developments in this matter, in order to clearly identify and be up-to-date on any guidelines concerning the disclosure of the content of messages between individuals in a judicial context.
We all know that social media, electronic communications and the online world has changed how we interact socially. Who has the patience to leave a voice message for a friend about a restaurant meeting place, let alone listen to one? That’s what instant messaging is for. Short, efficient and no small talk. But, does this efficient communication work in the workplace?
Some companies have applied traditional methods to the problem of social media at work: the soft approach attempts to monitor and regulate via policies; and the hard approach simply slams the door on employee access and use with a heavy hand. Neither of these works particularly well. The former will almost certainly lead to employee confusion and efforts—either intentional or not—to circumvent the policy, and the latter will likely result in discontented employees finding other ways to work around the blockade. In addition, both are difficult, if not impossible, to enforce fully; and attempts to bypass or evade controls could even lead to damage of physical or virtual IT resources.
Established in 1995, First Reference provides organizations with practical and authoritative resources to help ensure compliance with constantly changing Canadian legislation and best practice