Total Articles: 66
It never ceases to amaze how something an employee would never say at the office watercooler can pop up on Facebook or Twitter without the slightest hesitation. A pair of social media posts from employees on disparate ends of the political spectrum illustrate the point.
Littler Mendelson, P.C. • August 29, 2016
Drafting a social media policy in compliance with Section 7 of the National Labor Relations Act (“NLRA” or “the Act”) has become increasingly challenging for employers, as the National Labor Relations Board (“NLRB” or “the Board”) continues to parse individual words and phrases in employers’ social media policies. Enforcing that policy can be even more challenging as the Board and counsel struggle to apply the 1930s concept of “protected concerted activity” to employees’ burgeoning 21st century social media activity. The Board’s August 18, 2016 decision in Chipotle Services LLC1 provides employers with useful guidance on both drafting provisions commonly seen in social media policies, and enforcing the policy in response to employees’ social media posts.
Fisher Phillips • April 06, 2016
Employers have been asking an important question with more frequency in recent times: who owns the company’s social media account – the employer or the employee running the account? Business social media accounts often contain a lot of pertinent and valuable information, and unfettered access to that account could give a departing employee a fast head start towards competing with you.
Fisher Phillips • March 01, 2016
Many employers maintain policies prohibiting employees from using cell phones and other recording devices at work. The reasons for such policies range from maintaining productivity, to protecting customer and employee privacy, to eliminating the way that recording devices limit the free and candid flow of workplace exchanges.
Jackson Lewis P.C. • February 05, 2016
It is becoming increasingly common for issues to arise relating to employer vs. employee ownership of a social media account and the names, addresses, etc. that go along with that account. Business-related social media accounts typically contain useful information developed over the course of employment that can give a departing employee a head start in competition with an ex-employer. While there has been a lot of litigation about these issues, there are relatively few reported decisions. One such decision can be found in CDM Media USA, Inc. v. Simms (Cause No. 14 CV 9111, N.D. Ill., March 25, 2015), in which the court does not resolve issues relating to social media ownership, but it does highlight some important steps a company can take to safeguard its information. The opinion is a response to a motion to dismiss filed by the defendant.
Littler Mendelson, P.C. • December 14, 2015
According to a survey by the Society for Human Resource Management, almost 90% of employers throw a holiday party. Taking into account holiday parties hosted by employees for co-workers, there is a very good chance your company's employees will be rubbing shoulders by the eggnog this year.
Fisher Phillips • December 01, 2015
There is little more frustrating than your employees spouting off on social media and disparaging the workplace. Unfortunately, the National Labor Relations Board (NLRB) maintains that employees have wide latitude to criticize their employers on social media.
Jackson Lewis P.C. • November 18, 2015
As we have previously reported, a growing list of jurisdictions have enacted social media privacy laws applicable to employers.
Vedder Price • September 08, 2015
Facebook, LinkedIn, Twitter, YouTube, Instagram, Tumblr…. Employers are increasingly having to grapple with posts on social media by their employees which they find unacceptable, perhaps because they cast them in a bad light and damage their reputation, insult or harass fellow colleagues, clients or customers or breach confidentiality.
XpertHR • August 05, 2015
At least one employment expert suggests the best place for a social media policy just might be in the garbage basket. California employment attorney and blogger Heather Bussing, who has represented employers, employees and unions in her legal career, offered up that contrarian take on my new XpertHR podcast.
California employment attorney and legal editor Heather Bussing gives an outside-the-box take on employer social media policies that you can't afford to miss.
Brody and Associates, LLC • March 26, 2015
Do your employees have profiles on LinkedIn? Are they connected to your customers? Must they “unfriend” your customers if they ever left your company? Maybe not!
Brody and Associates, LLC • January 15, 2015
The Board recently decided two employees’ otherwise protected posts about their employer on Facebook crossed the line and lost the Act’s protection.
Brody and Associates, LLC • November 18, 2014
Although cases involving the legality of firing employees based on social media under labor law have become commonplace, government employers should also consider the Constitution when taking such disciplinary action. Recently, the Fourth Circuit held that an employee’s “Like” on Facebook was protected speech under the First Amendment in Bland v. Roberts.
Knowledge@Wharton (Reg Required) • October 23, 2014
Research by McKinsey and Company shows that more than half of all firms use some form of social media to enable employees to collaborate and exchange information.
Fisher Phillips • October 03, 2014
In this age of electronic communication, social media has added another dimension to the array of issues schools must address in order to maintain the integrity of the learning environment while also preserving the rights of students and employees. The courts are faced with numerous lawsuits arising out of school discipline for conduct such as cyber-bullying, harassment, or threats of danger, usually originating off-campus.
Brody and Associates, LLC • June 24, 2014
Since 2012, states have been passing laws restricting employers’ rights to request or require employees’ or applicants’ passwords to personal online accounts and social media accounts. Maryland and Illinois kicked off the trend which has spread to thirteen states, Wisconsin being the latest.
Fisher Phillips • February 03, 2014
There’s no doubt about it – Facebook is the 21st Century water cooler. Workers who used to gather in the break room to talk about the latest sports news, the newest outrageous celebrity scandal, or the latest office gossip are now sharing this communication online. In some cases that’s none of your business as an employer. But what if the ranting is about you? Or your workplace?
Fisher Phillips • November 12, 2013
As of June 2013, Facebook, the reigning social-media giant, had 1.15 billion monthly active users who spent an average of 8.3 hours a month on Facebook. During roughly the same period of time, Facebook users "liked" a Facebook posting 4.5 billion times a day and uploaded an average of 350 million pictures a day.
Ogletree Deakins • November 11, 2013
The line of “Facebook firing” cases is growing longer every month. In October, the Seventh U.S. Circuit Court of Appeals upheld summary judgment in an unpublished opinion in which an individual claimed gender discrimination after he was fired from his job as a daycare center worker. According to the employer, the firing was based on a Facebook posting that included profanity and strong language, which certain individuals found to have been threatening. Smizer v. Community Mennonite Early Learning Center, 7th Cir., No. 10-C-304 (October 25, 2013). The unusual twist in this case is that the plaintiff was the son of the defendant daycare center’s Director, and the Facebook posting dealt with a family custody matter.
Franczek Radelet P.C • November 11, 2013
So, let’s take a look at some of the facts. The Coatesville, Pa., School District Superintendent Richard Como and Coatsville Area High School Athletic Director Jim Donato recently resigned following the disclosure of their inflammatory texting conversation.
Phelps Dunbar LLP • October 08, 2013
Facebook postings by employees have increasingly become a factor in employment discrimination lawsuits. In recent cases, employers were made aware of an employee’s threats of violence, workplace misconduct or other inappropriate actions when a co-worker, who also was a Facebook “friend”, brought the Facebook post to the employer’s attention. Such posts can be powerful evidence in defending against a discrimination lawsuit and proving that any adverse employment action was for a legitimate non-discriminatory reason.
ManpowerGroup • February 13, 2013
Our latest quarterly social media poll results.
Nexsen Pruet • December 06, 2012
Nexsen Pruet employment and labor law attorney John Cole discusses why businesses need to use caution when utilizing Facebook as a hiring resource.
Brody and Associates, LLC • November 27, 2012
Employers have the right to limit the use of social media while employees are working but how they phrase that limitation makes all the difference. In EchoStar Techs. LLC, an administrative law judge for the National Labor Relations Board (“NLRB”) struck down a social media policy for, among other things, directing employees to refrain from social media use on “company time.” However, it explicitly approved a policy belonging to Walmart, which limited social media use during “work time.”
Ogletree Deakins • November 26, 2012
Recent court decisions related to employees’ online postings have centered on whether disciplinary decisions regarding those postings may violate the National Labor Relations Act (NLRA). The NLRA protects certain employee “concerted activities” aimed at discussing or improving working conditions, and precludes interference with such communications, including online messages. However, individuals also have brought other legal causes of action against employers for so-called “Facebook firings.” Recently, a Texas appeals court was asked to determine whether the firing of an employee on the basis of her Facebook comment violated that employee’s state law privacy rights. The court held that it did not. Roberts v. CareFlite, Texas Court of Appeal 2d District, No. 02-12-00105-cv, Oct. 4, 2012.
ManpowerGroup • November 14, 2012
Our latest quarterly social media @ work survey.
ManpowerGroup • August 09, 2012
A real-life case illustrating the blurry line between work and personal life in cyberspace. Who do YOU think should win?
ManpowerGroup • August 03, 2012
The latest facts & figures on social media usage in the workplace.
Brody and Associates, LLC • July 17, 2012
The federal government is looking for ways to communicate with your employees. Increasingly, federal agencies are expanding their outreach to employees, placing businesses at risk for more audits.
ManpowerGroup • June 22, 2012
A model social media policy and more based on the latest NLRB guidance
Fisher Phillips • June 15, 2012
Social media can be both a blessing and a curse. This modern-day innovation has opened up the lines of communication like never before. Despite the perks of social media, some may be experiencing nostalgia for the good ole days, for the days when it was easier to keep their private lives to themselves.
ManpowerGroup • June 07, 2012
Guidance on the new NLRB Guidance
Franczek Radelet P.C • May 31, 2012
A Purdue University professor of political science has sued the university and other professors over sanctions he received following an investigation into complaints about comments the professor made on Facebook, as well as in classroom lectures.
ManpowerGroup • May 17, 2012
The very latest tools and tips to stay out of legal hot water.
ManpowerGroup • May 16, 2012
There’s still a lot of buzz around whether employers should demand Facebook passwords. The answer: NO.
ManpowerGroup • May 10, 2012
Never ever use social media to deceive employees
Fisher Phillips • May 04, 2012
Over the past couple of years, we have seen hundreds of articles extolling the virtues and benefits of "social media" for every kind of business. We're told that Facebook, YouTube, LinkedIn, Twitter and other electronic resources will help our businesses reach more potential customers, improve the public's impression of the business, bond existing customers to the company, and improve overall customer satisfaction.
Brody and Associates, LLC • April 25, 2012
With unemployment rates still over eight percent nationally, employers know they have the upper hand in the hiring process. But asking for Facebook passwords is a bad practice and may be illegal.
Knowledge@Wharton (Reg Required) • April 12, 2012
The news that some employers have asked for direct access to the Facebook accounts -- including user names and passwords -- of people applying for jobs at their firms has set off a firestorm of controversy. The reports have raised questions about whether the practice is illegal and if such a policy could expose those employers to potential discrimination lawsuits. The dust-up has even triggered calls by some in Congress for a federal investigation into the practice.
Franczek Radelet P.C • April 04, 2012
On March 29, the Illinois House of Representatives passed House Bill 3782, which if passed by the State Senate, will make it unlawful for employers to request employees or prospective employees to provide their social media passwords or account access information. The proposed legislation applies to both public and private employers doing business in Illinois, and would amend the Illinois Right to Privacy in the Workplace Act.
ManpowerGroup • March 26, 2012
The latest data on who is really using social media for what and why
ManpowerGroup • March 26, 2012
The basics on using social media in the workplace without going to jail
ManpowerGroup • February 24, 2012
All the latest on what you should -- and should not -- have in your social media policy.
Schulte Roth & Zabel LLP • February 09, 2012
Within the past year alone, almost 100 complaints implicating social media have been filed with the National Labor Relations Board (â€œNLRBâ€). The NLRBâ€™s Office of the General Counsel has responded by broadly interpreting employee rights under the National Labor Relations Act (â€œNLRAâ€), putting employers at risk of monetary fines, reinstatement of terminated employees, payment of lost wages, and criticism of internet and blogging policies. SRZ has regularly advised its clients and has been active in litigation involving issues related to social media.
ManpowerGroup • February 08, 2012
A batch of new studies indicates that Facebook may be harmful to your mental health.
ManpowerGroup • February 06, 2012
How HR and business professionals really feel about social media
ManpowerGroup • February 03, 2012
Facebook, Google Plus, LinkedIn, Twitter, YouTube: Who's really using what and how?
Fisher Phillips • August 04, 2011
One of your sales managers steps into your office and closes the door. "Boss, you're not going to believe what Mary, that new sales person, has said about you on her Facebook page." She posted:
Fisher Phillips • July 07, 2011
In our April 2011 issue, we discussed strategies for schools to limit their exposure to liability stemming from employees' off-campus interactions with students. School employees' participation in online social networking, such as Facebook and Twitter, presents many of the same perils, but merits its own discussion because of the unique aspects of online interactions. Recognizing that faculty and staff likely are using social media at an increasing pace, schools should formulate and communicate policies for staff online social media interactions with students and parents.
Fisher Phillips • February 22, 2011
It was recently announced that more people use Facebook for networking than those who use the search engine Google. This is not too surprising given the fact that almost everyone seems to have an account with a social networking site, using them to electronically meet and interact with anyone and everyone.
Nexsen Pruet • February 17, 2011
There has been a lot of coverage recently about employee access to and use of social networking sites while at work and outside of the workplace. In fact, at a recent International Association of Defense Counsel Meeting, several presenters discussed the potential uses and abuses of social media by employees. However, the reverse scenario â€” employees using their computers or wireless communication devices while at home to do office work â€” deserves equal, if not more, attention.
Fisher Phillips • September 07, 2010
Almost every business today relies on the Internet to help improve its operations. Social networking sites are playing an increasingly important role in how companies communicate with their customers and other interested parties. Social networking sites such as Facebook, LinkedIn, and Twitter are rapidly gaining new users.
Fisher Phillips • September 02, 2010
Employer interest in social networking and blogging first came to the headlines when a flight attendant was fired purportedly for posting information about her job on a blog. Since that time, social media has exploded with the rise of Facebook and the advent of YouTube. While the Oxford English Dictionary has not yet recognized "tweet" as a verb meaning to post 140-character messages on Twitter, it must be coming.
Fisher Phillips • August 11, 2010
The federal government recently enacted new guidelines that could cause employers to face legal liability for the online conduct of their employees. Under new Federal Trade Commission guidelines employers could face enforcement actions should their employees use social media to comment on their company's products or services in inappropriate ways, even if the employer did not sanction or authorize the comments. Whether employees use personal blogs, Facebook, MySpace, Twitter, message boards, or any other type of online social networking platform, employers could face the wrath of the federal government or the prospect of class action lawsuits if online postings run afoul of the new guidance.
Fisher Phillips • August 11, 2010
A recent decision by the Supreme Court in a case called City of Ontario v. Quon should be viewed as a warning in big capital letters to workers everywhere. The Supreme Court ruled that a public employer did not violate an employee's Fourth Amendment rights when it searched an employee's text messages. This decision should not really surprise anyone: When employees use company-issued equipment on company time, they should not expect their communications to be private. Nevertheless, many employees fail to heed this modern workplace reality.
Fisher Phillips • August 11, 2010
With a half-billon users, Facebook has expanded its reach from college dormitories to the workplace, and your company likely employs at least one (or more likely several) users of social media. It's not just your recent graduates or interns that are posting photos, status updates, joining groups, and connecting with old classmates via social media. As of January 2010, 60 percent of Facebook users were over the age of 25. LinkedIn, a social media site dedicated to professional networking, has over 60 million users of all ages who are posting resumes, professional awards and recommendations from former coworkers or supervisors.
Fisher Phillips • February 15, 2010
The federal government recently enacted new guidelines that can impose liability on employers for the online conduct of their employees. Under Federal Trade Commission guidelines that took effect Dec. 1, employers could face enforcement actions should their employees use social media to comment on their company's products or services in inappropriate ways, even if the employer did not authorize the comments.
Ogletree Deakins • December 29, 2009
A federal appellate court has held that a former employee of a residential treatment facility did not violate the Computer Fraud and Abuse Act (CFAA) when he emailed files to his personal account, downloaded the files and used them in his own business. According to the Ninth Circuit Court of Appeals, the employer did not have a confidentiality rule with respect to email.
Fisher Phillips • December 28, 2009
Blogs are booming. Employees are now using these Internet diaries to broadcast information and opinions worldwide. Inevitably, some of those employees will post hostile, false, or confidential information about their employers and fellow employees.
Fisher Phillips • December 22, 2009
According to a recent survey, information you believe is confidential may also be in your competitor's offices. A report from the Ponemon Institute details that companies are doing a poor job preventing former employees from stealing data. Some details from the report should give every employer cause for concern, particularly in this time of sharp staff reductions.
Fisher Phillips • November 05, 2009
On September 15, 2009, Facebook announced that it served 300 million users worldwide. By comparison, on October 1, 2009, the United States Census Bureau's website indicated that the population of the United States was approximately 307.5 million.
Ogletree Deakins • November 03, 2009
A federal appellate court recently rejected a lawsuit brought by a worker who was fired after his employer discovered that his password was used to access pornographic websites from a shared workplace computer. Finding that the trial judge correctly determined that the worker had failed to establish a genuine issue of material fact that would call into question his employer's legitimate, nondiscriminatory reason for the discharge, the Fifth Circuit Court of Appeals rejected the worker's age discrimination claim.
Fisher Phillips • October 02, 2009
From Facebook to LinkedIn to Twitter, it seems that internet-based communications are everywhere. Some argue that Web 2.0 technologies, such as blogging, micro-blogging, photo-sharing, video-sharing, life-casting and networking, help companies meet their customers' needs and that social media supports the democratization of knowledge, news and even professional sports. But there are risks associated with employee social media use; risks that you can manage with a clearly defined policy regarding media use.
Knowledge@Wharton (Reg Required) • October 01, 2009
After a long day at the office, imagine logging onto Facebook to see what your friends have been up to, only to have your boss or colleague message you about an urgent work matter. Aside from the fact that you are officially off duty, is it appropriate for your co-worker to reach out to you through a social networking forum? Was it wise to accept a colleague or higher-up as a "friend" to begin with? And -- perhaps more importantly -- in this day and age, when people are seemingly available around the clock because of smartphones and our endless appetite for all things online, is anyone ever really "off duty?"
Jones Walker • May 19, 2008
Unlike Vegas, what happens in cyberspace doesn't always stay in cyberspace.