It's a topic I've been thinking about and writing about for the past few weeks–although not in law specifically.

I think companies can look at social media as a distraction (negative-time drain) or a tool (positive-opportunity), just as they can with phones or the internet or lunch rooms and water coolers.

Employees who are prone to abuse these things will do so, regardless of how hard you try to control them; while others will abuse them if they lack a strong framework at the workplace.

That is the key: employers, usually via management, have to set the tone for the workplace–and productivity targets are extremely important in this respect–and in this way they can retain control of their employees' productivity.

I think targets are especially important in this age where not everyone necessarily works at their employer' office or during traditional 9-5 hours.