Total Articles: 2
GOOD RIDDANCE! Just what can you say about that ex-employee of yours?
The U.S. Court of Appeals for the Tenth Circuit (Colorado, Kansas, New Mexico, Oklahoma, Utah, and Wyoming) recently affirmed the dismissal of a race discrimination lawsuit against a union whose hiring hall refused to refer the plaintiff for laborer positions. Essentially, the Court said that the union was justified because the plaintiff had three no-rehire letters in his file from three separate ex-employers. His alleged "issues" included poor attendance, poor job performance, and insubordination, as well as abandoning a $40,000 Bobcat . . . while the motor was running.
Mining Facebook Pages of Police-Officers-To-Be
Can employers search Facebook and other social-networking sites for information about applicants as part of a background search? This has been the question I’m asked the most when it comes to social media in the employment context. I’ve written about it extensively on this blog for the past 3 years and speak about it regularly to employers in all industries. My short answer is, “Yes, provided you’re searching only publicly available information.” The longer answer involves a procedure that employer should put into place if they decide to conduct a social-media search for potential new employees.
