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
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