Social media training at work is useful for any employee who posts online, whether or not their job involves the company's accounts. Personal posts about coworkers, customers or business matters can expose the organization to legal and reputational risk, so frontline staff, office workers and new hires all benefit from clear guidance.

Yes, employers can often discipline employees for social media posts that break company policy, such as leaking confidential information or harassing coworkers. However, federal labor law protects many employees who discuss pay or working conditions with each other, including online, so policies and discipline decisions should be reviewed with HR or legal counsel.

Employees of private companies generally do not have First Amendment protection from their employer, because the First Amendment limits government action. That means a private employer can set social media rules and act on posts that violate them, while still respecting labor law protections for discussing working conditions.

Employees should never post confidential business information, customer data, or unverified claims about the company on social media. Negative or defamatory remarks about coworkers and customers are also off limits. Photos, music, articles and quotes from coworkers should only be shared with permission, since posting them can raise privacy or copyright problems.

If you're unsure whether a work-related social media post is allowed, don't publish it until you check. Ask your manager or the legal department, and review your company's social media policy. Waiting a day costs little, while a post that reveals confidential details can't truly be taken back once it is shared.