Train an employee who is insulated from the hiring process to do your social media searches, scrub all protected information, and provide a sanitized report to those responsible for making the hiring decision.
Social media is not creating new laws, but is merely creating new applications of existing laws to an evolving communication and technology tool.Read More
Ehling v. Monmouth-Ocean Hospital Service Corp. provides further legal justification for employers to avoid this practice.Read More
Why social media posts about current and former employees from saloon franchise Coyote Ugly's management opened the door to lawsuits.Read More
According to a recent survey of 400-plus human resources professionals, 82 percent said their companies do not include social media in their rewards programs. Really? What gives?Read More
Social media has the ability to turn a forgotten event into a viral nightmare. Certainly there are instances when you will have no choice but to fire someone for something posted online.Read More
Don’t let anyone in the chain of hiring view candidates’ social media profiles. Train an employee who is insulated from the hiring process to do your social media searches.Read More
Employees have an absolute right to discuss with each other how much they make. It is illegal to have a policy that prohibits wage discussions, or to fire an employee for engaging in such discussions.
Despite the belief of some that the NLRB is pushing the bounds of what qualifies as protected concerted activity vis-à-vis social media, one universal truth remains the same—liars do not win cases.Read More
A recent job ad requiring a LinkedIn profile underscores the growing importance of social media in the candidate vetting process.Read More