If you don’t want something to appear on the front page of the newspaper, or to be read in front of a judge or jury, don’t put it in writing. Don’t email it, don’t text it, don’t Facebook it, and don’t tweet it.Read More
This decision displays a fundamental misunderstanding about social media. Nothing about social media is private. It is public, interactive, and immediate.Read More
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.
How do you prevent employees from claiming overtime wages for the off-the-clock time they spend receiving, reading, and sending work-related emails? Maybe an email curfew is the answer.
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
This case offers hope to employers that there exists a more reasonable analysis of the application of Section 7 rights to workplace policies other than suggested by the Board’s recent actions.
It’s hard to believe that no one raised warnings about obvious design and operability concerns. They were too profound and widespread for that not to have happened.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
I heard that I would encounter different regional communication styles—one part of the audience would be open, direct and confrontational; the other would be attentive, agreeable and quiet.Read More