The lesson here isn’t so much how social media is impacting EEO laws, but instead how employers are adapting their current policies and training to adapt to these new technologies.Read More
If you are going to permit your employees to use their personal social media accounts for business purposes, get it in writing that you have rights to the accounts.Read More
With transparency comes responsibility. How much you permit your employees to connect on social media sites will, in part, depend in how much of their personal lives you want leaking into your workplace.Read More
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
Online communities of practice are a great idea in theory, but without enough traffic, they quickly turn into online ghost towns.Read More
We need a strategy that is effective but won't be cumbersome or costly. What are the keys to using social tools to recruit?
—Behind the Curve, human resources representative, finance/insurance/real estate, North Hollywood, California
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