Social Media Background Checks Policy Development<br />Select speakers or Phone on Webinar tab<br />The Webinar will begin...
Inaugural SHS FREE Webinar Series<br /><ul><li>Provide Education- Foundation SHS was built upon
Quick Updates:
New products/services- iRefCheck coming soon…
New Partners- Accupay, AppliTrack, Keystone Group
New Integrations- AppliTrack
Encourage Social Media to Connect & Network with our 3,000+ Users
Twitter- customer service, network, information resource
FaceBook- What we stand for- community work-missions
Blog</li></li></ul><li>Facilitators <br />Mike McCarty<br />CEO SHS<br />Metro Nashville PD<br />Domestic Violence Divisio...
Former Dep. Prosecutor</li></ul>Practices in<br /><ul><li>Business Litigation
Employment Law
Church Law</li></li></ul><li>Recap of Why We Are Here?<br />“The intersection of social media and the office is a potentia...
Welcome to the Wild West 2.0<br />160+ Million Blogs<br />80K New Blogs Daily<br />75 Million Tweeters (200 Million Regist...
Benefits of Social Media Background Checks<br />Due Diligence<br />Negligent Hiring<br />Negligent Retention<br />1st Time...
Consumer Reporting Agency<br />SHS is a Consumer Reporting Agency under federal law:<br />We assemble information on consu...
Concerns<br />How do you determine if applicant has hidden online identity?<br />Separate worlds- separate identities<br /...
Authenticity<br />How do you know the site or tweet belongs to the applicant?<br />
So Sign Me up, Let’s Get Started…<br />Well, Not So Fast…. Let’s Look at the Legal Implications<br />
Steve Koers<br />Lewis And Wilkins LLP<br />317-495-7100<br />skoers@lewisandwilkins.com<br />
What are Some Pitfalls of Social Media Screening?<br />Too Much Information (TMI)<br />Photos of Applicant<br />Age<br />R...
3 Big Legal Implications<br />Discrimination<br />Privacy<br />Authenticity<br />
Discrimination<br />Applicants could bring a failure to hire lawsuit if employer uses information from social networking s...
Privacy<br />Privacy?  On the Internet?<br />Argument can be made that consumers have a “reasonable expectation of privacy...
Do I Need a Social Media Policy?<br />Unlike highly structured Background Checks with credible sources<br />Microsoft Surv...
Hiring Perspective<br />Powerful tool<br />Not Risk-free<br />Digital search leaves a discoverable trail<br />Creates docu...
Hiring Perspective<br />Questions to ask:<br />Do we have a legitimate business reason?<br />What would we learn that we w...
Hiring Perspective<br />Would we be employable?<br />What is the message we are sending to our current and future Employee...
Hiring Perspective<br />If you do engage in Social Media Background checks, you need policies that are:<br />Global - Sear...
Employment Perspective<br />Social Media Policy is NOT a form of INSURANCE<br />You need to carefully consider your goals<...
Employment Perspective<br />Temptation is to “Lockdown” <br />Block or forbid all social media and all comments<br />Is th...
NLRB Issues<br />Change in Board and Enforcement<br />Recent Settlement <br />Employee criticized supervisor on Facebook<b...
What Does That Mean?<br />Employee posted comments, violating company Social Media Policy<br />Fellow Employees responded ...
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Social media background checks policy development

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Social Media has exploded in recent years and employers realize that social media background checks should be an important part of their hiring process. However, this can be a legal minefield. Join Safe Hiring Solutions CEO and attorney Steve Koers for a look at social media background checks policy development.

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Social media background checks policy development

  1. 1. Social Media Background Checks Policy Development<br />Select speakers or Phone on Webinar tab<br />The Webinar will begin shortly. While you are waiting please answer the following question using Twitter: @SHSscreening<br />Are you conducting Social Media Background Checks? Why or Why Not?<br />
  2. 2. Inaugural SHS FREE Webinar Series<br /><ul><li>Provide Education- Foundation SHS was built upon
  3. 3. Quick Updates:
  4. 4. New products/services- iRefCheck coming soon…
  5. 5. New Partners- Accupay, AppliTrack, Keystone Group
  6. 6. New Integrations- AppliTrack
  7. 7. Encourage Social Media to Connect & Network with our 3,000+ Users
  8. 8. Twitter- customer service, network, information resource
  9. 9. FaceBook- What we stand for- community work-missions
  10. 10. Blog</li></li></ul><li>Facilitators <br />Mike McCarty<br />CEO SHS<br />Metro Nashville PD<br />Domestic Violence Division<br />Breaking the Cycle<br />iRefCheck<br />Steve Koers, Esq.<br /><ul><li>Lewis and Wilkins LLP
  11. 11. Former Dep. Prosecutor</li></ul>Practices in<br /><ul><li>Business Litigation
  12. 12. Employment Law
  13. 13. Church Law</li></li></ul><li>Recap of Why We Are Here?<br />“The intersection of social media and the office is a potential minefield”<br />Philip Gordon<br />Chairmain<br />Privacy & Data-Protection Group<br />Littler Mendelson<br />Criminal Background Checks are Not Enough<br />Majority of Sex Offenders Undetected<br />Social Media has Exploded<br />
  14. 14. Welcome to the Wild West 2.0<br />160+ Million Blogs<br />80K New Blogs Daily<br />75 Million Tweeters (200 Million Registered)<br />550 Million FB Users<br />67 Million MySpace Users<br />41 Million LinkedIn Users<br />490 Million YouTube Users<br />92 Billion YouTube page views per month<br />
  15. 15. Benefits of Social Media Background Checks<br />Due Diligence<br />Negligent Hiring<br />Negligent Retention<br />1st Time We Can Look Inside Applicant’s Head<br />Hobbies<br />Interests<br />Unfiltered Character Check<br />
  16. 16. Consumer Reporting Agency<br />SHS is a Consumer Reporting Agency under federal law:<br />We assemble information on consumers;<br />For a fee <br />So<br />You must operate under the FCRA<br />
  17. 17. Concerns<br />How do you determine if applicant has hidden online identity?<br />Separate worlds- separate identities<br />Social Media check might provide false sense of security against sophisticated applicants<br />
  18. 18. Authenticity<br />How do you know the site or tweet belongs to the applicant?<br />
  19. 19. So Sign Me up, Let’s Get Started…<br />Well, Not So Fast…. Let’s Look at the Legal Implications<br />
  20. 20. Steve Koers<br />Lewis And Wilkins LLP<br />317-495-7100<br />skoers@lewisandwilkins.com<br />
  21. 21. What are Some Pitfalls of Social Media Screening?<br />Too Much Information (TMI)<br />Photos of Applicant<br />Age<br />Race, etc<br />Blog posts or tweets related to say personal religious beliefs, ethnicity, etc<br />Learning & seeing so much that cannot be legal basis of hiring decision<br />
  22. 22. 3 Big Legal Implications<br />Discrimination<br />Privacy<br />Authenticity<br />
  23. 23. Discrimination<br />Applicants could bring a failure to hire lawsuit if employer uses information from social networking site about:<br />Race<br />Ethnicity<br />Nationality<br />Marital Status<br />Religious Preference<br />Age<br />Etc<br />
  24. 24. Privacy<br />Privacy? On the Internet?<br />Argument can be made that consumers have a “reasonable expectation of privacy” on social networking sites where only “friends” are supposed to have access.<br />
  25. 25. Do I Need a Social Media Policy?<br />Unlike highly structured Background Checks with credible sources<br />Microsoft Survey: <br />90% of Employers claim they take steps to corroborate authenticity of Online information<br />But how do they corroborate?<br />If Employee has a beer in a photo, does the Employer track down others in photo to confirm general lifestyle?<br />Just because it is possible, it doesn’t necessarily result in better hires<br />
  26. 26. Hiring Perspective<br />Powerful tool<br />Not Risk-free<br />Digital search leaves a discoverable trail<br />Creates documentation and tracking responsibilities<br />Mistaken identity, fake accounts, inaccurate info<br />Old rules still apply<br />EEOC, Anti-discrimination<br />
  27. 27. Hiring Perspective<br />Questions to ask:<br />Do we have a legitimate business reason?<br />What would we learn that we wouldn’t learn form application and interview?<br />How far to check<br />Would we go watch their house?<br />Would we watch their friends’ houses?<br />Would we listen to their conversations in a restaurant?<br />Why would we do this on-line, then?<br />What about our own on-line information?<br />
  28. 28. Hiring Perspective<br />Would we be employable?<br />What is the message we are sending to our current and future Employees regarding privacy and trust?<br />What are our legal risks?<br />State and local rules<br />Possible rights vioaltions<br />Need a system<br />
  29. 29. Hiring Perspective<br />If you do engage in Social Media Background checks, you need policies that are:<br />Global - Search everyone who applies<br />Internally consistent<br />Search the same sites, all the time<br />Follow up with only the same types of information<br />Use same (independent) people to do the search<br />Legally defensible<br />DO NOT “FRIEND” OR FOLLOW AN APPLICANT<br />Run your policy through your attorney <br />Educate and train managers about what they can and cannot do<br />When searching, evaluating and deciding on candidates<br />
  30. 30. Employment Perspective<br />Social Media Policy is NOT a form of INSURANCE<br />You need to carefully consider your goals<br />What do you want to accomplish?<br />
  31. 31. Employment Perspective<br />Temptation is to “Lockdown” <br />Block or forbid all social media and all comments<br />Is that the best business decision?<br />Depends upon your business<br />What do you want to accomplish?<br />Is it even Legal?<br />
  32. 32. NLRB Issues<br />Change in Board and Enforcement<br />Recent Settlement <br />Employee criticized supervisor on Facebook<br />Employer fired Employee <br />NLRB:<br /> illegally denied union representation <br />maintained and enforced an overly broad blogging and internet posting policy<br />
  33. 33. What Does That Mean?<br />Employee posted comments, violating company Social Media Policy<br />Fellow Employees responded and engaged in discussions<br />To the NLRB, the responses and the “overly broad” Policy constituted “concerted protected activity” <br />It is not a “Free Speech” case, as much as it is “Protected Speech”<br />Employees have right to discuss the terms and conditions of employment, regardless of whether workplace is unionized!<br />
  34. 34. Suggestions for Social Media<br />Do not simply copy a social media policy<br />Every business is different with different needs<br />No boilerplate – understand what you are trying to accomplish<br />Have your attorney write or at least review your policy<br />
  35. 35. Policies and Guidelines<br />Policies<br />Well-defined rules <br />Can and can’t do<br />Often linked to laws<br />Apply to ALL<br />Even if no social media job responsibilities<br />Guidelines<br />Looser expectations<br />Guide behavior that may not be easy to define or enforce<br />Guide those who interact with public via social media as part of job<br />
  36. 36. Policies and Guidelines - Examples<br />Policies<br />Identify Yourself as Employee<br />Don’t post confidential or copyright info<br />Don’t post anything:<br />Defamatory<br />Offensive<br />Harrassing<br />Violating laws or other company policies<br />Guidelines<br />Be responsible<br />Be authentic<br />Avoid on-line disputes<br />Add Value to the company<br />Don’t disparage competition <br />
  37. 37. Legal Considerations <br />Recent Cases<br />NLRB<br />Cisco<br />Businesses need to consider:<br />FTC<br />Trade Secrets<br />Copyright and IP<br />Privacy & HIPPA<br />SEC <br />Agency<br />
  38. 38. Always remember the Laws!<br />Consult an attorney to review policy content:<br />Anti-discrimination<br />Anti-harrasment<br />Anti-defamation<br />FLSA<br />NLRA<br />Whistleblower protections<br />Non-solicitation and non-compete<br />Negligent hiring and Negligent retention <br />
  39. 39. Contact Information<br />Steve Koers, Esq.<br />Lewis And Wilkins LLP<br />Former Dep. Prosecutor<br />Practices in many areas, including:<br /><ul><li>Business Litigation
  40. 40. Employment Law
  41. 41. School and Church Law</li></ul>Lewis And Wilkins LLP<br />11206 Fall Creek Road<br />Indianapolis, IN 46256<br />317.495.7100 – Office<br />317.495.7103 – Fax<br />317.513.0798 – Mobile<br />skoers@lewisandwilkins.com<br />
  42. 42. So Where Does That Leave Us?<br />Legitimate Background Screening Firms will be hesitant to provide service:<br />Required under FCRA to provide accurate information<br />FCRA requires information to be verified<br />Similar names & no identifiers<br />Imitating others- cyber slamming<br />
  43. 43. Key Takeaways:<br />Catch-22- “danged if I do/ danged if I don’t”<br />Will need to be done in-house<br />Outside of HR to filter information that should not be used<br />I.T.? Who?<br />FCRA will not apply<br />** BEST defense against legal action is a social media policy<br />Can you blog- trade secrets, etc<br />Talking about co-workers/ managers, etc<br />Branding<br />Protecting security<br />Who owns email<br />Use of social media on business time<br />
  44. 44. Questions?<br />Send questions to Twitter: @SHSscreening<br />Sign up for blog: info.safehiringsolutions.com<br />Upcoming Webinars:<br />Child Sex Offenders: How They Select, Seduce & Maintain Victims 6/23 2PM EST<br />

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