Social Media in the Workplace:                       g gBest Practices for Managing Social Media              Use at Work ...
FOUR MAJOR TOPICSThe impact of social networking sites on employee recruitment;employee recruitment;The use of social netw...
Proliferation of Web 2.0 TechnologiesSocial Networking Sites (Facebook, MySpace)Business Networking Sites (LinkedIn, Plaxo...
Human RH     Resources’ U of S i l M di               ’ Use f Social Media                                      4
How Might an Employer Use        Social Media when Hiring?45% of companies said their organization used social networking ...
The Impact of Social Media Sites on Recruiting      Social media can be a highly efficient cost effective                 ...
SOCIAL MEDIA & RECRUITMENTUsing social media to research and reject candidatesProvocative or inappropriate photographs of ...
SOCIAL MEDIA & RECRUITMENTUsing social media in making hiring decisionsUi       i l   di i     ki hi i d i iMisuse or over...
Develop Policies for Use of Social Media in Recruitment     Recruiters should rely on objective criteria contained in a   ...
Tips When Using Social Media as a Hiring Tool    Always be consistent.  Check one candidate’s profile     Al      b     i ...
Risk: Anti-Discrimination Law Violations Blogs and social networking sites provide  information that the employer would ne...
Choosing Someone to View the ProfileIf conducting the search yourself, always try and get the candidate’s written consent ...
E lEmployee U of S i l M di         Use f Social Media                              13
Did you know?How often do employees really visit social networking sites?How often do employees really visit social networ...
Did you know?      How often do employees visit social networking       How often do employees visit social networking    ...
Did you know?How do most employees feel about their employers concerns over their socialemployers’ concerns over their soc...
Did you know?54% of U.S. companies ban workers from using 54% of U.S. companies ban workers from usingsocial media during ...
The NLRB on Protected and Concerted Activity  Under the recent settlement agreement in      Compare to May 2010 NLRB Advic...
Risk: Off-Duty Conduct StatutesE.g., California (Cal. Lab Code § § 96(k), 98.6): protects employees who engage in lawful c...
POST - NLRB Advice MemorandaIs there concerted activity or is it just one employee’s individual gripes? Are the posts abou...
PROHIBITIONSDisclosure of confidential or proprietary information informationDisclosure of information on clientsDisclosur...
SOCIAL MEDIA POLICIESRequires balancing the Company s legitimate business Requires balancing the Company’s legitimate busi...
SOCIAL MEDIA POLICIESUsing images without consent may present Using images without consent may presentproblems with: False...
SOCIAL MEDIA POLICIESUsing images without consent may present Using images without consent may presentproblems with: False...
Using Social Media to Support Your In-           House Practice                                         25
Apps and IdeasFlipboardLinkedInCor.kzStart your own blog?Start o r o n blog?                             26
Questions?             27
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Social Media in the Workplace and Its Impact on Litigation - Presentation: Rob Edmund, PetSmart, Inc. & Tanya L. Menton, ABC, Inc. - Chief Litigation Officer Summit

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For more information: emailus@marcusevans.com

Rob Edmund from PetSmart, Inc. & Tanya L. Menton atABC, Inc. and speakers at the marcus evans Chief Litigation Officer Summit Fall 2012, held in Las Vegas, NV, delivered a joint presentation on Social Media in the Workplace and Its Impact on Litigation.

Join the 2015 Summit along with top Chief Litigation Officers and service providers in an intimate environment for a focused discussion of key new drivers shaping the legal industry today.
For more information: emailus@marcusevans.com

Published in: Law, Technology, Business
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Social Media in the Workplace and Its Impact on Litigation - Presentation: Rob Edmund, PetSmart, Inc. & Tanya L. Menton, ABC, Inc. - Chief Litigation Officer Summit

  1. 1. Social Media in the Workplace: g gBest Practices for Managing Social Media Use at Work Tanya Menton ABC, Inc. ABC I Rob Edmund PetSmart, Inc. PetSmart Inc
  2. 2. FOUR MAJOR TOPICSThe impact of social networking sites on employee recruitment;employee recruitment;The use of social networks by employees in the workplace and outside the workplace;the workplace and outside the workplace;Social media policies;Using social media to support your in‐house practice 2
  3. 3. Proliferation of Web 2.0 TechnologiesSocial Networking Sites (Facebook, MySpace)Business Networking Sites (LinkedIn, Plaxo)Online media (YouTube) l d ( b )Blogs (PerezHilton, Gizmodo)Social News Sites (Digg, Mixx)Twitter 3
  4. 4. Human RH Resources’ U of S i l M di ’ Use f Social Media 4
  5. 5. How Might an Employer Use Social Media when Hiring?45% of companies said their organization used social networking sites to look up candidates before inviting them for an interview (down from 80% in 2011)  Over 75% of those employers said they would be less likely  to hire a candidate if the candidate’s social networking  profile or tweets showed evidence of unprofessional  behavior. 5
  6. 6. The Impact of Social Media Sites on Recruiting Social media can be a highly efficient cost effective  g y recruiting tool  “Millennials” are heavy users of social media  Social media tools have pitfalls Misidentification of candidate Incomplete information Incomplete information Categories of information that should not affect hiring  decisions  Photographs are problematic 6
  7. 7. SOCIAL MEDIA & RECRUITMENTUsing social media to research and reject candidatesProvocative or inappropriate photographs of (or information about) candidatesAlcohol or drug useDisparaging current/former employeesDisclosure of confidential/proprietary informationPoor communication skillsDiscriminatory commentsDi i iMisrepresentations about background or qualifications 7
  8. 8. SOCIAL MEDIA & RECRUITMENTUsing social media in making hiring decisionsUi i l di i ki hi i d i iMisuse or overuse by active recruiters / screenersDevelop policies/best practices Develop policies/best practicesFCRA – 3rd party/vendorsLiability for not doing social media searches 8
  9. 9. Develop Policies for Use of Social Media in Recruitment Recruiters should rely on objective criteria contained in a  y j written job description  Screen based on qualifications Document reasons for applicant’s rejection Uniform retention policies (OFCCP requirements) Clear policies regarding purpose of using social media in  Clear policies regarding purpose of using social media in recruiting and list of appropriate, credible sites Verify information relates to applicant and not  y pp someone else Handbooks and applications should reference possible  use of social media in recruiting  f i l di i iti 9
  10. 10. Tips When Using Social Media as a Hiring Tool Always be consistent.  Check one candidate’s profile  Al b i t t Ch k did t ’ fil ‐‐ check all. Make sure there is a legitimate job‐related reason  M k h i l ii j b l d for viewing a candidate’s online profile.  Mere  curiosity may kill the cat. curiosity may kill the cat Online information may not necessarily be  accurate. Be sure to cross reference with the  accurate Be sure to cross reference with the candidate’s submitted application materials. 10
  11. 11. Risk: Anti-Discrimination Law Violations Blogs and social networking sites provide  information that the employer would never request  during an interview including: during an interview including race; religion; sex; age; national origin; sexual orientation;  recreational activities; political leanings recreational activities; political leanings Use of such information could violate a range of  antidiscrimination statutes. antidiscrimination statutes. 11
  12. 12. Choosing Someone to View the ProfileIf conducting the search yourself, always try and get the candidate’s written consent first.Consider using a third party to view candidate’s pages ‐‐ this way, the hiring party will not be exposed to extraneous information that may  d i f i hlater give rise to discrimination claims. 12
  13. 13. E lEmployee U of S i l M di Use f Social Media 13
  14. 14. Did you know?How often do employees really visit social networking sites?How often do employees really visit social networking sites?2/3 of the World’s Internet population visit social networking sites2010 – Americans spent 25% of their online time on social networking sites 14
  15. 15. Did you know? How often do employees visit social networking  How often do employees visit social networking sites each week? In 2009 ‐‐ 22% of employees visit social  p y networking sites 5 or more times per week and  23% visit social networking sites 1‐4 times per  week. In 2010 – 77% of employees visit Facebook during  the workday (68% of which visit Facebook more  h kd ( f h h b k than 2 hours per day*)*Wasting Time at Work Salary com ‐ March 14 2012 Wasting Time at Work, Salary.com ‐ March 14, 2012 15
  16. 16. Did you know?How do most employees feel about their employers concerns over their socialemployers’ concerns over their social networking activity?53% of employees said their social 53% of employees said their socialnetworking pages are none of their employers businessemployers’ business. 16
  17. 17. Did you know?54% of U.S. companies ban workers from using 54% of U.S. companies ban workers from usingsocial media during the workday19% only allow social media for business related  ypurposes p16% allow limited personal use of social media 10% allow full access – those employers report a 5% decline in productivity(S. Gaudin, Computerworld U.S. October 7, 2009) 17
  18. 18. The NLRB on Protected and Concerted Activity Under the recent settlement agreement in  Compare to May 2010 NLRB Advice  In Re American Medical Response, the  Memorandum: employer must revise its "overly‐broad"  In a dispute involving a medical  rules so as to ensure that employees are  transport company, the Board found  p p y, not improperly restricted in discussions  legal an employers decision to  regarding wages, hours, and other terms  discipline employees for Facebook and conditions of employment.” posts suggesting they might withhold  See In re American Medical Response  care from patients who personally  of Connecticut, Inc., Case No. 34‐CA‐ of Connecticut Inc Case No 34‐CA‐ offended them. offended them 12576 (October 27, 2010). Activity may be concerted if: Protected activity may include comments  The employee notified other  p g g, g, q g disparaging, criticizing, or critiquing an  employees about the blog employees about the blog employer if: Discussed the work  there is a nexus between the remarks  environment/terms of employment made and employee interests or  Allowed other employees to post  working conditions, and  responses and comments p are not egregious in nature 18
  19. 19. Risk: Off-Duty Conduct StatutesE.g., California (Cal. Lab Code § § 96(k), 98.6): protects employees who engage in lawful conduct during non‐working hours, away from employer’s premises, from adverse employment.E.g., N.Y. Lab. Law § 201(d): employer may discharge an employee whose conduct creates a material conflict of interest related to trade secrets, proprietary information, or business interests. 19
  20. 20. POST - NLRB Advice MemorandaIs there concerted activity or is it just one employee’s individual gripes? Are the posts about working conditions?If the posts include profanity, can you separate If the posts include profanity can you separateprofanity from work‐related content?Is confidential/proprietary information disclosed?Is confidential/proprietary information disclosed? 20
  21. 21. PROHIBITIONSDisclosure of confidential or proprietary information informationDisclosure of information on clientsDisclosure of business plans, projects, client engagements 21
  22. 22. SOCIAL MEDIA POLICIESRequires balancing the Company s legitimate business Requires balancing the Company’s legitimate businessneeds against employee’s Section 7 rightsPolicy cannot have a  chilling effect on Section 7 rightsPolicy cannot have a “chilling effect” on Section 7 rightsPolicy cannot be overbroad – avoid use of “inappropriate” or “disrespectful” Will a “savings clause” help you?  Not in the NLRB’s view… 22
  23. 23. SOCIAL MEDIA POLICIESUsing images without consent may present Using images without consent may presentproblems with: False endorsementsF l dIntellectual property rights to trademarks and copyrights op ri htsSocial advertisementsPrivacy issuesPi iFalse lightExploitation 23
  24. 24. SOCIAL MEDIA POLICIESUsing images without consent may present Using images without consent may presentproblems with: False endorsementsF l dIntellectual property rights to trademarks and copyrights op ri htsSocial advertisementsPrivacy issuesPi iFalse lightExploitation 24
  25. 25. Using Social Media to Support Your In- House Practice 25
  26. 26. Apps and IdeasFlipboardLinkedInCor.kzStart your own blog?Start o r o n blog? 26
  27. 27. Questions? 27

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