Weblogs or Blogs as they are more commonly referred to, have become extremely popular in the last several years. So popular in fact that many large businesses are letting some employees post Blogs on their corporate websites. While many businesses are jumping on the Blog bandwagon for use as a creative marketing technique; a few businesses have fired employees for what they posted on a Blog. These businesses accuse the employees of allegedly disclosing trade secrets, proprietary information, and making statements that showed the employer in a bad light.

First it may be important here to explain what exactly a Blog is. A Weblog or Blog is a website not unlike a diary that people post their ideas, views, daily events and opinions on. These Blogs in most cases are able to be viewed by anyone with access to the internet. It is for this reason that you may want to consider a Blog policy for your business.

Blogs have even become a part of the underground news media, especially since the last election in the United States. They are even getting the attention of the large global news media that now on occasion report on what the bloggers are saying. The point is, like it or not, it appears Blogs are here to stay.

The best thing a business can do to protect themselves and the interest of the employee is to create a Blog policy for all employees. This policy should include specific topics that employees should not mention within the Blogs on a business website. Employers should also have policies for people that have their own weblog that they control and run themselves as well. It is essential that these policies be created so that there will be no confusion as to what the employer deems as inappropriate for its employees to post on the Internet. This policy will also protect the employer from possible future lawsuits that may arise from the publishing of Weblogs as well.

If you are considering implementing a Blog policy for your business, please be sure to consult with an attorney as to what exactly you should place in your policy. This policy should include any topics that the employer deems as inappropriate, proprietary, secretive and in conjunction with any confidentiality agreements and