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
There might be some science behind how employers are using social media posts to screen applicants and hire employees.Read More
By defining “solicitation” to include passive social media connections and activities, you are at least putting yourself into a position to have a court consider shutting down an ex-employee for maintaining online relationships.Read More
Employees, if you do not want your social media posts to be reviewed in a lawsuit you file, stop posting. Stop writing about your post-termination state of mind. Stop communicating with former co-workers. Stop writing about your lawsuit.Read More
There are several traps an employer can fall into with regard to accurately recording the time that an employee actually works.