Employers should have a policy on Blogging

Category: Personal.

Software companies need policies on Blogging.

Companies need to define policies on Blogging. There should be
a clause defining the company's policy on Blogging in its
Non-Disclosure Agreement. Do they allow blogging from the company? If
they allow blogging, do they allow personal blogging? And, if personal
blogging is allowed, then would that be taken as a part of the NDA if
it is done so from the company? If someone blogs personally from
outside the company and writes something about work, would the company
have the right to take action; and all such legalities should be
included in a Blogging clause, and I feel it's time for companies to
come up with that.

What we need is HR people, who understand the meaning of a 'Resource'
and how to utilize one. A 'Resource' has 'Value' and the value is in
it's 'Utility' that has to be utilized. Add the word 'Human' and it is
a 'Human Resource'. They didn't treat me as one, they treated me as a
commodity to be jettisoned.

It's time for companies to provide clear policies on allowing or
dis-allowing blogging.

And the first question that I'm going to ask when I join a new company
is, "Do you have a policy on Blogging, and if so, what is it?"

What I am unhappy about is that the company didn't give me a clear
reason for firing me?

- Either I'm not good at work, then give me a month's notice period;
or terminate my services on some solid ground.

Just because the client thinks I'm domineering and I wrote something
on my Personal Blog (in no way related to the company, or any
part of the company or having to do anything related to the company)
are not grounds for firing me, because it is a personal blog, and even
if the company wants to remove me from the project because the client
didn't like my work, there are 'n' number of projects going on, why
didn't they put me in another project? Why did they ask for my
resignation? On what grounds? On grounds of non-performance, then
where is my one month's notice period?

Employers need to define policies on Blogging.

Here, my ex-company didn't have a policy on Blogging; and so I
was right to blog, blog personally, and blog from the office. These
are harsh but true words, and nobody likes to hear the truth.

It is holiday time, and I'm not in the mood for cross-questioning, but
these were some points, and I thought I'd put them online.

Hope you guys who read this blog would agree that it's time for
companies to get a Blogging Agreement in place during new joinee
induction, and even if they don't have an agreement, they should have
clauses that define Blogging, and its implications on the individual.

People who blog, and are reading this, ask your company a question,
"Do you have a policy on Blogging, if no, then why not, and if yes,
what is it?"