Should employers have a social media policy? The potential employment risks around social media was highlighted this month after the resignation of the first Youth Police and Crime Commissioner, Paris Brown, following racist tweets on her Twitter account. Although the tweets were sent before she applied for and accepted the job, they were there to be scrutinised by her future employers and the media.

It is taken for granted that everyone now has some sort of online presence  be it for business, pleasure or both.

What Facebook employment advice should you know about and what disciplinary action could be taken against you?

The rise in the use of social media in both business and in private is stratospheric. Often the lines between what is work related and what is truly 'private' can become blurred. Employees have been dismissed because of inappropriate comments (which have amounted to bullying and harassment) being posted on Facebook about colleagues, or where they have posted comments which have brought the employer into disrepute.

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Just what are the risks when recruiting via social media? ACAS now estimate that up to 25% of employers use social media as part of their recruitment process to vet job applicants. By taking a closer look at social media as a recruitment tool in general, are you aware of the legal implications for employers?

The massive growth in popularity of social media can't be overstated. It's perhaps not surprising that employers are tempted to view the online profiles of job applicants. There are, however,