On February 6, 2012 I had the opportunity to speak to human resource professionals about legal issues at the intersection of social media and employment law. This HR group is lead by the B2B Connection and its president Gail Sanderson. A special thanks is also owed to Molly DiBianca over at the Delaware Employment Law
NLRB Releases Second Social Media Advisory Report: What It Means for Employers
On January 25, 2012, the National Labor Relations Board’s General Counsel issued a press release that a second report describing social media cases reviewed by the NLRB has been made available. The first NLRB social media report (PDF) was released in August 2011.
According to the NLRB’s press release, this second NLRB report (PDF) was needed
The Best of the Best of the Best – The 2011 ABA Journal Blawg 100
The American Bar Association’s 2011 list of Top 100 Law Blogs (I refuse to use “blawg” whenever possible) is out.
It is a list that consist of a diverse group of top-shelf thought leaders who provide equally great insight in their respective areas of expertise. The common thread among these bloggers, however, is the passion
Since When are Employee Rants Protected by Federal Law?
Briefly, under Section 7 of the National Labor Relations Act (NLRA), employees are guaranteed “the right to self-organization, to form, join, or assist labor organizations, to bargain collectively through representatives of their own choosing, and to engage in other concerted activities for the purpose of collective bargaining or other mutual aid or protection” 29
Using Social Media to Screen Job Applicants – A Few Recommendations for Employers
Certainly social networking sites like Facebook, LinkedIn, blogs, and Twitter provide employers with opportunities to obtain useful, legitimate, and relevant information about a job applicant. But the above Dilbert comic by Scott Adams underscores that there are also risks in using such social media outlets to screen job applicants.
Specifically, if employers use social media
Social Media and the NLRB: Two Must Read Reports for Employers and HR Professionals
It is no secret that the NLRB has put employer’s social media policies and employee discipline discharges arising out of social media (a/k/a Facebook Firings) in its cross-hairs.
This fact was recently highlighted in another NLRB Press Release (9/7/11) where an administrative law judge found that a Buffalo nonprofit organization unlawfully discharged five
The Sweet-spot for Increasing the Effectiveness of a Social Media Policy: Employee Self-Interest
Conventional wisdom directs companies to implement social media policy to eliminate or otherwise reduce the risks involved with social media. But a social media policy is only effective if it is followed by a company’s employees. And the sweet spot for increasing compliance with such a policy is by showing individual employees why they have
Two Questions Employers Should Ask Before Implementing A Social Media Policy
Peter Drucker noted that “The most serious mistakes are not being made as a result of wrong answers. The truly dangerous thing is asking the wrong questions.”
Mr. Drucker’s advice is particularly appropriate when it comes to legal issues involving social media and employees. In this regard, there is no shortage of general