Here are 3 recommendations for addressing this scenario from different perspectives:
1. For the supervisor - address the behavior issues, including the Facebook photo, as performance elements in Dan's evaluation. Set a deadline for removing the photo and have a joint meeting with both employees to address the issues.
2. For HR - establish a clear policy for this type of scenario that ties into existing policies on appropriate use of the internet and posting inappropriate images. Work with the supervisor and legal counsel to determine the appropriate course of action.
3. For colleagues - remain neutral, avoid taking sides, and encourage both employees to resolve issues respectfully and professionally according to the organization's policies.
The State of Social Media (and How to Use It and Not Lose Your Job)Andrew Krzmarzick
Keynote address for the National Conference of State Legislatures (NCSL) Luncheon for Legislative Information and Communications Staff and National Association of Legislative Information Technology professionals on October 10, 2012.
Week 6 slides from the class "Social Web 2.0" I taught at the University of Washington's Masters in Communication program in 2007. Most of the content is still very relevant today. Topics: Lightweight authoring, blogs, and wikis
This is a presentation for clients at the salon at the Mandarin in HK. It has a quiz that works with Qwizdom Actionpoint and then allows for a discussion of the need to take hold of your online identity.
Analyzing social media may be a daunting task, given its overwhelming size and messy, unstructured nature. Further, for those new to analyzing social behavior in online systems, there are any number of pitfalls that make it challenging to find the meaning in the mess. The goal of this session is to provide practical tips for collecting and analyzing social media data.
The State of Social Media (and How to Use It and Not Lose Your Job)Andrew Krzmarzick
Keynote address for the National Conference of State Legislatures (NCSL) Luncheon for Legislative Information and Communications Staff and National Association of Legislative Information Technology professionals on October 10, 2012.
Week 6 slides from the class "Social Web 2.0" I taught at the University of Washington's Masters in Communication program in 2007. Most of the content is still very relevant today. Topics: Lightweight authoring, blogs, and wikis
This is a presentation for clients at the salon at the Mandarin in HK. It has a quiz that works with Qwizdom Actionpoint and then allows for a discussion of the need to take hold of your online identity.
Analyzing social media may be a daunting task, given its overwhelming size and messy, unstructured nature. Further, for those new to analyzing social behavior in online systems, there are any number of pitfalls that make it challenging to find the meaning in the mess. The goal of this session is to provide practical tips for collecting and analyzing social media data.
Social Web 2.0 Class Week 9: Social Coordination, Mobile Social, Collective A...Shelly D. Farnham, Ph.D.
Week 9 slides from the class "Social Web 2.0" I taught at the University of Washington's Masters in Communication program in 2007. Most of the content is still very relevant today. Topics: Social coordination, mobile social, and collective action.
"Supporting Community in Third Places with Situated Social Software" presentation at the 4th International Conference on Communities and Technologies (C&T 2009), http://cct2009.ist.psu.edu/
Effectiveness Vs Efficiency: Practical ways for dealing with Information Over...Adria Richards
Presented July 9th, 2011 at Blogging While Brown in Los Angeles, CA.
Does it seem like some days you're get anything done?
Would you like to make more money and get important goals out of the way?
Are you sick and tired of being sick and tired?
First we'll show you how to identify important goals in your life by being effective and then we'll discuss how to work smarter, not harder by focusing on efficiency. Lastly, we'll show you the tools you can start using immediately to organized your incoming information from emails, Twitter and phonecalls.
This presentation builds the case for using social media to build and promote your personal brand. The intent is to to push those individuals who are still on the fence about using these resources - firmly off. Along with descriptions and benefits of the major resources, it provides surprising demographics showing who is using social media and how. The presentation was first presented at the California Diversity & Leadership Conference in Orange County, CA 5/15/09 by Yvette Irvin of SavvyClick Marketing.
Personal Branding Social Media Campaign StrategyTori Green
A summary of campaign research, implementation and evaluation of promoting personal brand on three social media platforms: Twitter, Linked-in and a blog on portfolio website. The campaign goal was to promote personal brand to potential employers and demonstrate knowledge of events and communication industry. Summary includes additional research on cross platform best practices and advice for personal branding, career readiness on Facebook, Pinterest and Instagram.
I am a graduate student at Kennesaw State University in the Integrated Global Communication Master's program. This semester in my Communication and Technology class, I had the opportunity to create and design my first ever professional white paper. I decided to create a white paper on the topic of "Emojis" because of their recent stardom. In 2015, we began to see emojis being used in pretty much everything: commercials, marketing, campaigns, emails, social media, t-shirts, etc. So I did some research on emojis and learned they have become the new means of communication for individuals and companies alike. They have dominated American mediated communication and have expanded globally as well.
Social Web 2.0 Class Week 9: Social Coordination, Mobile Social, Collective A...Shelly D. Farnham, Ph.D.
Week 9 slides from the class "Social Web 2.0" I taught at the University of Washington's Masters in Communication program in 2007. Most of the content is still very relevant today. Topics: Social coordination, mobile social, and collective action.
"Supporting Community in Third Places with Situated Social Software" presentation at the 4th International Conference on Communities and Technologies (C&T 2009), http://cct2009.ist.psu.edu/
Effectiveness Vs Efficiency: Practical ways for dealing with Information Over...Adria Richards
Presented July 9th, 2011 at Blogging While Brown in Los Angeles, CA.
Does it seem like some days you're get anything done?
Would you like to make more money and get important goals out of the way?
Are you sick and tired of being sick and tired?
First we'll show you how to identify important goals in your life by being effective and then we'll discuss how to work smarter, not harder by focusing on efficiency. Lastly, we'll show you the tools you can start using immediately to organized your incoming information from emails, Twitter and phonecalls.
This presentation builds the case for using social media to build and promote your personal brand. The intent is to to push those individuals who are still on the fence about using these resources - firmly off. Along with descriptions and benefits of the major resources, it provides surprising demographics showing who is using social media and how. The presentation was first presented at the California Diversity & Leadership Conference in Orange County, CA 5/15/09 by Yvette Irvin of SavvyClick Marketing.
Personal Branding Social Media Campaign StrategyTori Green
A summary of campaign research, implementation and evaluation of promoting personal brand on three social media platforms: Twitter, Linked-in and a blog on portfolio website. The campaign goal was to promote personal brand to potential employers and demonstrate knowledge of events and communication industry. Summary includes additional research on cross platform best practices and advice for personal branding, career readiness on Facebook, Pinterest and Instagram.
I am a graduate student at Kennesaw State University in the Integrated Global Communication Master's program. This semester in my Communication and Technology class, I had the opportunity to create and design my first ever professional white paper. I decided to create a white paper on the topic of "Emojis" because of their recent stardom. In 2015, we began to see emojis being used in pretty much everything: commercials, marketing, campaigns, emails, social media, t-shirts, etc. So I did some research on emojis and learned they have become the new means of communication for individuals and companies alike. They have dominated American mediated communication and have expanded globally as well.
Using social media to build your personal brandAmanda Sterling
Your social media presence has a vital part to play in your personal brand and your interactions with potential employers, customers, colleagues, anyone really!
Think of it like your digital footprint that presents what you’re about. Much like a real footprint your digital brand is an ever moving thing. It is the culmination of your interactions across social platforms that creates your brand.
Why the hell do you need a personal brand - Top Personal Branding Top Personal Branding
Why the hell do you need a personal brand - Top Personal Branding
Presentation to the LinkedIn article at http://www.
http://www.toppersonalbranding.com/en/
For an undisclosed prospect i am currently preparing a strategy on how to enter and utilize social media as a celebrity. As a by-product, some of the more general observations and findings are displayed in this presentation.
The Orchard's 2016 guide to Instagram Best Practices. Whether you're just getting started and need the basics or are looking for some fresh ideas to brighten up your content, you'll find something to make your Instagram account the best it can be.
Digital advertising social marketing and tech trends predictions in 2015Soap Creative
We’ve taken another light-hearted look at what we think the zeitgeist of 2015 will be for marketing, tech, pop culture and everything in-between.
Follow us for more updates or view our uploads for more insights.
The goal of this presentation is to increase your knowledge about social media and create a sense of awareness about social networking trends including cyber-dangers: sexting, bullying, stalking. Share social networking and media best practices and ultimately, start a conversation about a values-based approach to social networking.
Social Media: Fueling Modern Movements in the Digital AgeSam Stern
This presentation given at the the Grade Level Reading (http://www.gradelevelreading.net) conference in Denver Colorado, July 1st 2012.
Session description:
When it comes to championing and gaining support for modern causes and movements, integrating strategic social media is no longer an option. Integrating digital strategies effectively into an overall communications plan can amplify support and empower advocates. This session provides tools and techniques drawn from successful, real life movements.
Next Gen: Critical Conversations Slide DeckGovLoop
How many times have you run into conflict with a colleague? In a one-on-one meeting with your supervisor? Working as a team with your peers? Or even publicly questioned? No matter what we do, there are going to be moments of discontent.
There are really only three ways to deal with a difficult conversation — deal with it well, face it head–on and fail, or avoid it altogether. But there is no need to run away from conflict, it’s time to learn how to deal with it well.
Join this on-demand training to enhance your conflict management skills. We will discuss:
How to handle difficult conversations and conflict.
Tips to better communicate with peers, subordinates and supervisors.
Ways to gain confidence and overcoming a defensive nature.
Once you’ve grasped new conflict management skills, you’ll be on your way to resolving issues and increasing productivity.
Speakers:
Steve Ressler, Founder and CEO, GovLoop
Nate Mercer, HR Specialist – Development, Employee Services|The Learning Center, OPM
Building Powerful Outreach - Executive Research BriefGovLoop
You’ve done the research. You’ve gotten leadership buy-in. Your government program is set to start helping people. But if nobody knows about it, your program will never make a difference. It’s like if a public health department had prepared thousands of flu shots, but no patients showed up to get them. In this brief, we will tell you how to empower your outreach.
NoSQL is not only SQL, so it’s structured and unstructured data AND much of it is very important data, data that requires enterprise-grade features. I’m referring to all the features of Relational databases that large enterprises expect
In today's fast paced and digital world, many in government are looking to the cloud as a means to transform their agency. The cloud allows us to easily collaborate, share resources, receive on demand computing power, and change the way we deliver services to citizens. With the cloud, this all can be done faster and more efficiently than ever before.
Build Better Virtual Events & Training for your AgencyGovLoop
Build Better Virtual Events and Training for Your Agency
Meet In-Person to Learn How to Thrive Online
Conferences are being canceled, and training budgets have been trimmed, but government personnel still need to learn the latest developments in their areas of expertise. That's the crux of the problem facing agency leaders and human resources professionals that want to sustain a top-notch government workforce. Moving in-person events and training to an online forum is one solution, but it's not always easy to do it well.
A successful virtual training program has 3 key ingredients:
An interactive technology platform
Just-in-time, relevant content
Active facilitation by a skilled moderator
Guide to Managing the Presidential Management Fellows (PMF) Application Proce...GovLoop
If you plan to apply for the Presidential Management Fellows (PMF) Program to make the Class of 2014, this guide is your core resource. We interviewed dozens of current and former PMFs, career advisors and agency PMF coordinators to provide both information and insight to help you navigate the process.
JMeter webinar - integration with InfluxDB and GrafanaRTTS
Watch this recorded webinar about real-time monitoring of application performance. See how to integrate Apache JMeter, the open-source leader in performance testing, with InfluxDB, the open-source time-series database, and Grafana, the open-source analytics and visualization application.
In this webinar, we will review the benefits of leveraging InfluxDB and Grafana when executing load tests and demonstrate how these tools are used to visualize performance metrics.
Length: 30 minutes
Session Overview
-------------------------------------------
During this webinar, we will cover the following topics while demonstrating the integrations of JMeter, InfluxDB and Grafana:
- What out-of-the-box solutions are available for real-time monitoring JMeter tests?
- What are the benefits of integrating InfluxDB and Grafana into the load testing stack?
- Which features are provided by Grafana?
- Demonstration of InfluxDB and Grafana using a practice web application
To view the webinar recording, go to:
https://www.rttsweb.com/jmeter-integration-webinar
Essentials of Automations: Optimizing FME Workflows with ParametersSafe Software
Are you looking to streamline your workflows and boost your projects’ efficiency? Do you find yourself searching for ways to add flexibility and control over your FME workflows? If so, you’re in the right place.
Join us for an insightful dive into the world of FME parameters, a critical element in optimizing workflow efficiency. This webinar marks the beginning of our three-part “Essentials of Automation” series. This first webinar is designed to equip you with the knowledge and skills to utilize parameters effectively: enhancing the flexibility, maintainability, and user control of your FME projects.
Here’s what you’ll gain:
- Essentials of FME Parameters: Understand the pivotal role of parameters, including Reader/Writer, Transformer, User, and FME Flow categories. Discover how they are the key to unlocking automation and optimization within your workflows.
- Practical Applications in FME Form: Delve into key user parameter types including choice, connections, and file URLs. Allow users to control how a workflow runs, making your workflows more reusable. Learn to import values and deliver the best user experience for your workflows while enhancing accuracy.
- Optimization Strategies in FME Flow: Explore the creation and strategic deployment of parameters in FME Flow, including the use of deployment and geometry parameters, to maximize workflow efficiency.
- Pro Tips for Success: Gain insights on parameterizing connections and leveraging new features like Conditional Visibility for clarity and simplicity.
We’ll wrap up with a glimpse into future webinars, followed by a Q&A session to address your specific questions surrounding this topic.
Don’t miss this opportunity to elevate your FME expertise and drive your projects to new heights of efficiency.
Generating a custom Ruby SDK for your web service or Rails API using Smithyg2nightmarescribd
Have you ever wanted a Ruby client API to communicate with your web service? Smithy is a protocol-agnostic language for defining services and SDKs. Smithy Ruby is an implementation of Smithy that generates a Ruby SDK using a Smithy model. In this talk, we will explore Smithy and Smithy Ruby to learn how to generate custom feature-rich SDKs that can communicate with any web service, such as a Rails JSON API.
Connector Corner: Automate dynamic content and events by pushing a buttonDianaGray10
Here is something new! In our next Connector Corner webinar, we will demonstrate how you can use a single workflow to:
Create a campaign using Mailchimp with merge tags/fields
Send an interactive Slack channel message (using buttons)
Have the message received by managers and peers along with a test email for review
But there’s more:
In a second workflow supporting the same use case, you’ll see:
Your campaign sent to target colleagues for approval
If the “Approve” button is clicked, a Jira/Zendesk ticket is created for the marketing design team
But—if the “Reject” button is pushed, colleagues will be alerted via Slack message
Join us to learn more about this new, human-in-the-loop capability, brought to you by Integration Service connectors.
And...
Speakers:
Akshay Agnihotri, Product Manager
Charlie Greenberg, Host
UiPath Test Automation using UiPath Test Suite series, part 4DianaGray10
Welcome to UiPath Test Automation using UiPath Test Suite series part 4. In this session, we will cover Test Manager overview along with SAP heatmap.
The UiPath Test Manager overview with SAP heatmap webinar offers a concise yet comprehensive exploration of the role of a Test Manager within SAP environments, coupled with the utilization of heatmaps for effective testing strategies.
Participants will gain insights into the responsibilities, challenges, and best practices associated with test management in SAP projects. Additionally, the webinar delves into the significance of heatmaps as a visual aid for identifying testing priorities, areas of risk, and resource allocation within SAP landscapes. Through this session, attendees can expect to enhance their understanding of test management principles while learning practical approaches to optimize testing processes in SAP environments using heatmap visualization techniques
What will you get from this session?
1. Insights into SAP testing best practices
2. Heatmap utilization for testing
3. Optimization of testing processes
4. Demo
Topics covered:
Execution from the test manager
Orchestrator execution result
Defect reporting
SAP heatmap example with demo
Speaker:
Deepak Rai, Automation Practice Lead, Boundaryless Group and UiPath MVP
Builder.ai Founder Sachin Dev Duggal's Strategic Approach to Create an Innova...Ramesh Iyer
In today's fast-changing business world, Companies that adapt and embrace new ideas often need help to keep up with the competition. However, fostering a culture of innovation takes much work. It takes vision, leadership and willingness to take risks in the right proportion. Sachin Dev Duggal, co-founder of Builder.ai, has perfected the art of this balance, creating a company culture where creativity and growth are nurtured at each stage.
GDG Cloud Southlake #33: Boule & Rebala: Effective AppSec in SDLC using Deplo...James Anderson
Effective Application Security in Software Delivery lifecycle using Deployment Firewall and DBOM
The modern software delivery process (or the CI/CD process) includes many tools, distributed teams, open-source code, and cloud platforms. Constant focus on speed to release software to market, along with the traditional slow and manual security checks has caused gaps in continuous security as an important piece in the software supply chain. Today organizations feel more susceptible to external and internal cyber threats due to the vast attack surface in their applications supply chain and the lack of end-to-end governance and risk management.
The software team must secure its software delivery process to avoid vulnerability and security breaches. This needs to be achieved with existing tool chains and without extensive rework of the delivery processes. This talk will present strategies and techniques for providing visibility into the true risk of the existing vulnerabilities, preventing the introduction of security issues in the software, resolving vulnerabilities in production environments quickly, and capturing the deployment bill of materials (DBOM).
Speakers:
Bob Boule
Robert Boule is a technology enthusiast with PASSION for technology and making things work along with a knack for helping others understand how things work. He comes with around 20 years of solution engineering experience in application security, software continuous delivery, and SaaS platforms. He is known for his dynamic presentations in CI/CD and application security integrated in software delivery lifecycle.
Gopinath Rebala
Gopinath Rebala is the CTO of OpsMx, where he has overall responsibility for the machine learning and data processing architectures for Secure Software Delivery. Gopi also has a strong connection with our customers, leading design and architecture for strategic implementations. Gopi is a frequent speaker and well-known leader in continuous delivery and integrating security into software delivery.
Key Trends Shaping the Future of Infrastructure.pdfCheryl Hung
Keynote at DIGIT West Expo, Glasgow on 29 May 2024.
Cheryl Hung, ochery.com
Sr Director, Infrastructure Ecosystem, Arm.
The key trends across hardware, cloud and open-source; exploring how these areas are likely to mature and develop over the short and long-term, and then considering how organisations can position themselves to adapt and thrive.
Securing your Kubernetes cluster_ a step-by-step guide to success !KatiaHIMEUR1
Today, after several years of existence, an extremely active community and an ultra-dynamic ecosystem, Kubernetes has established itself as the de facto standard in container orchestration. Thanks to a wide range of managed services, it has never been so easy to set up a ready-to-use Kubernetes cluster.
However, this ease of use means that the subject of security in Kubernetes is often left for later, or even neglected. This exposes companies to significant risks.
In this talk, I'll show you step-by-step how to secure your Kubernetes cluster for greater peace of mind and reliability.
GraphRAG is All You need? LLM & Knowledge GraphGuy Korland
Guy Korland, CEO and Co-founder of FalkorDB, will review two articles on the integration of language models with knowledge graphs.
1. Unifying Large Language Models and Knowledge Graphs: A Roadmap.
https://arxiv.org/abs/2306.08302
2. Microsoft Research's GraphRAG paper and a review paper on various uses of knowledge graphs:
https://www.microsoft.com/en-us/research/blog/graphrag-unlocking-llm-discovery-on-narrative-private-data/
UiPath Test Automation using UiPath Test Suite series, part 3DianaGray10
Welcome to UiPath Test Automation using UiPath Test Suite series part 3. In this session, we will cover desktop automation along with UI automation.
Topics covered:
UI automation Introduction,
UI automation Sample
Desktop automation flow
Pradeep Chinnala, Senior Consultant Automation Developer @WonderBotz and UiPath MVP
Deepak Rai, Automation Practice Lead, Boundaryless Group and UiPath MVP
Neuro-symbolic is not enough, we need neuro-*semantic*Frank van Harmelen
Neuro-symbolic (NeSy) AI is on the rise. However, simply machine learning on just any symbolic structure is not sufficient to really harvest the gains of NeSy. These will only be gained when the symbolic structures have an actual semantics. I give an operational definition of semantics as “predictable inference”.
All of this illustrated with link prediction over knowledge graphs, but the argument is general.
Neuro-symbolic is not enough, we need neuro-*semantic*
How Not to Get Fired Using Social Media at Work - EEO, Diversity and Social Media
1. May Not Be
Social Media is the Social Equalizer
Philadelphia Federal Executive Board (FEB) EEO/Diversity Day
Andrew Krzmarzick
Director of Community Engagement, GovLoop
2. Our Time Together Today…
1. What is social media?
2. Who is using it?
3. What’s the impact on our workplaces?
4. How is it being addressed?
3. What do you do (in 7 words or less)?
1. In 7 words or less, explain what you do
(Don’t cheat: NOT your title!)
2. Discuss your response with 4-5 people near you
4. Don’t cheat:
NOT your title!
Discuss your response
with 4-5 people
near you
7. What is social media?
Photo credit: http://drivingtraffic.com/wp-content/uploads/2010/06/socialmedia1.jpg
8. What is social media?
“media for social interaction, using highly accessible and scalable communication
techniques…web-based and mobile technologies to turn communication into
interactive dialogue.”
“platforms that enable the interactive web by engaging users to participate in,
comment on and create content as means of communicating…”
“not about what each one of us does or says, but about what we do and say
together, worldwide, to communicate in all directions at any time…”
“a reflection of conversations happening every day, whether at the
supermarket, a bar, the train, the watercooler or the playground. It just
allows for those conversations to reach a broader audience…”
http://heidicohen.com/social-media-definition/
9. What is ?
Tools:
Online community of
• Blogs
government colleagues
• Forums
• Groups
that help each other
• Datasets to do their jobs better.
• Video / Photo Sharing
• Tools
Value: 50,000 Members
• Learn and share with peers • Federal, state and local employees
• Contractors, non-profits, academia
• Get questions answered quickly • International (Canada, UK, Australia, etc.)
• Solve problems faster
• Find and contribute best practices
10. Who uses social media?
AGE
Source: http://pewinternet.org/topics/Digital-Divide.aspx
11. Who uses social media?
AGE
Source: http://pewinternet.org/topics/Digital-Divide.aspx
12. Who uses social media more?
OR ?
Source: http://pewinternet.org/topics/Digital-Divide.aspx
13. Who uses social media more?
GENDER
http://www.youtube.com/watch?v=ZR4LdnFGzPk
14. Who uses social media?
GENDER
Source: http://pewinternet.org/topics/Digital-Divide.aspx
15. Who uses social media?
GENDER
Source: http://pewinternet.org/topics/Digital-Divide.aspx
16. Who uses social media?
54% of adults living with a disability
vs. …use the internet
81% of adults that report no disability
Source: http://pewinternet.org/topics/Digital-Divide.aspx
17. Who accesses more by phone?
OR OR ?
Source: http://pewinternet.org/topics/Digital-Divide.aspx
18. 51% of Hispanics
vs.
46% of Blacks …use their phones
to access the internet
vs.
33% of Whites
Source: http://pewinternet.org/topics/Digital-Divide.aspx
19. 36% of Hispanics
vs.
33% of Blacks …use their phones
to access social media
vs.
19% of Whites
Source: http://pewinternet.org/topics/Digital-Divide.aspx
20. Who uses ?
Source: http://www.facebook.com/note.php?id=8394258414&ref=mf¬e_id=205925658858
22. Who uses ?
Source: http://pewinternet.org/topics/Digital-Divide.aspx
23. A greater percentage of whites
than blacks and Latinos still
have broadband access at home
…but
laptop ownership is now about even
for all these groups
Source: http://pewinternet.org/topics/Digital-Divide.aspx
24. “…mobile Internet access
may not be the great equalizer.
Aaron Smith, a Pew senior research specialist,
…so says there are obvious limitations on
what you can do on a mobile device —
updating a resume being the classic example.”
Source: http://pewinternet.org/topics/Digital-Divide.aspx
25. …or
maybe
it is! 78% attributed their job to
40% cited assistance from
42% cited
29. What’s the impact at work?
• Can a supervisor fire someone based on
Facebook?
• Can you turn down someone for a job based on
information you find on Google?
• Is it harmless to take a look and “snoop”?
30. What’s the Impact at Work?
• Form a small group with 4-5 people around you
• You will receive one of 4 scenarios
• Assign a spokesperson / note-taker
• Using the worksheet, take 10 minutes to address the scenario
assigned to your group
• Be ready to share with the large group
• We’ll address each scenario for 5-10 minutes
31. Scenario 1 – To Friend or Not To Friend?
When Eva hears the news she has earned a spot at the prestigious State
Department International Fellow program, she is ecstatic as she prepares
to leave Latvia and travel to the US for one year. Her fellow students in the
program are from all over the world and want to know all about her -
where she is from, what languages she speaks, what her hometown looks
like. “Are you on Facebook?” they ask.
After much convincing, Eva decides to join Facebook and begins accepting
friend requests from everyone in the program. Since DC has a great
nightlife, she starts posting lots of pictures from outings with her new
friends. One afternoon, she gets a friend request from her supervisor. This
supervisor was the one who originally accepted her application into the
program, and will be on the panel to decide if she will be placed
in a select group of students to intern with a US company
when the program ends.
32. Scenario 1 – To Friend or Not To Friend?
Questions:
• Should Eva accept the friend request from her
supervisor?
• How can Eva ensure that she doesn’t miss out on
valuable connections while maintaining a comfortable
level of privacy and maintain her reputation?
• Should a supervisor send a friend request to direct
reports?
33. Scenario 1: “To Friend or Not to Friend?”
• Recommendation: Create personal guidelines/policies on
sending and accepting invitations on social networks, and define
your objective for engagement on each platform first.
• A) Accept friend requests from all colleagues to gain better camaraderie
• B) Accept all friend requests, but create different levels of viewing access for
different groups of people.
• C) Keep Facebook strictly for family and friends, and politely send a message to
all who friend you, stating this is the protocol you follow - no feelings hurt.
•
• How to limit who sees what on your profile.
• Click on the top right of your FB page, and select Account >> Edit Friends.
• Select different people for different groups, and then set the different groups as
having different profile view rights.
• For more information - check out this Facebook help center resource.
34. Scenario 2: The Office Offense
Dan and Jeff are like oil and water in the office. Despite sharing a common
mission, they can't seem to get along. They're always taking not-so-subtle
digs at one another in meetings and small camps of sympathetic colleagues
have formed around each of them.
The problem: they are both excellent performers overall, meeting deadlines
and accomplishing team goals. However, things really seemed to have gone
too far when Dan found an unflattering personal photo of Jeff on Flickr,
posted it on his Facebook page and used it as his screen saver at the office.
Jeff spoke with Dan's supervisor and reported the incident to HR. Dan was
forced to take the image off his work computer but refused to remove it from
his Facebook page, stating that he could do what he wanted with his personal
account.
35. Scenario 2: The Office Offense
Questions:
• How would you handle this type of situation from the
perspective of Dan's supervisor?
• How about from the vantage point of HR?
• As a colleague?
36. Scenario 2: “Venting in the Wrong Venue”
Recommendation for the Supervisor:
• The behavior issues, including the Facebook photo, should be addressed as
performance elements and considered as part of Dan’s evaluation.
• Set a concrete date for removal of the photo.
• If the supervisor is responsible for both Jeff and Dan, s/he should sit them
down together and address the issues jointly
Recommendation for HR:
• Establish a clear policy for this type of scenario.
• Tie into existing policy that prohibits the posting of inappropriate photos or
images in the office place, or addresses the appropriate use of the Internet.
• Work with the supervisor and legal counsel to develop the most appropriate
course of action, then stand behind the supervisor in his/her decision.
Recommendation for Colleague:
• Encourage Dan to remove the photo from Facebook. Recommend that Jeff
check the Internet for other photos of himself that could be troublesome.
37. Scenario 3: Venting in the Wrong Venue
Karla is a Human Resources Specialist at an agency. After a
particularly difficult day, Karla is frustrated with a difficult
employee and makes the following comment on Twitter: “Ridiculous
how [name of agency] keeps incompetent people around. Time to
clean house!” There are rumors of a reduction in force coming on the
horizon, but nothing official has been announced. She makes the
comment after work hours from a home computer on her personal
Twitter account.
38. Scenario 3: Venting in the Wrong Venue
Questions
• Would / should Karla lose her job?
• What would be a fair policy in terms of how agency employees
should use social media during their personal time?
• What if colleagues join her in commenting about the work
situation and begin to organize to do something about it?
39. Scenario 3: Venting in the Wrong Venue
• Recommendation 1:
• An employee should be extremely careful in posting anything
about work, especially if it casts the agency, a colleague or a
customer in a negative light.
• Recommendation 2:
• A fair policy would seek to clarify the difference between
professional and personal use and connect online behavior to
current guidance on the appropriate conduct of an employee in a
public setting.
40. Scenario 4: Digging Up Dirt
Vanessa is a hiring manager for your agency. She has discovered that
Google, Twitter, Facebook and LinkedIn are all effective tools for rounding
out the qualifications and determining the cultural fit of potential candidates
for position vacancies. One candidate is highly qualified for an opening, but
Vanessa discovers in her web search that the individual belongs to a special
interest group with which she strongly disagrees. For that reason, Vanessa
does not forward the candidate's information to the supervisor for review
and consideration. Another member of the HR team learns about Vanessa's
decision and elevates the issue to the Office of the Chief Human Capital
Officer.
41. Scenario 4: Digging Up Dirt
Questions
• What kind of policy would you develop to protect potential
candidates from experiencing this kind of discrimination?
• What if the person truly would not have been a solid culture fit (i.e.
could create significant tension among team members) based on
their affiliation?
• What if you learned that this happened to you in applying for a job?
How would you react?
42. Scenario 4: Digging Up Dirt
Recommendation For You:*
• Remember that everything you place online may be subject to search.
• Conduct personal audits using various search tools...or have a Google Alert
set up to inform you in real-time what information is being indexed.
Recommendation For HR:
• You may discover information that you wouldn't be allowed to ask about in
a job interview
• Have someone other than the interviewers / selection committee conduct
this research to avoid those discoveries
• Keep detailed records of why you did or didn't hire everyone you
considered, so a complete and transparent paper trail will be on hand if
auditors come calling or a plaintiff's lawyer formally requests documents.
* Excerpts from:
http://management.fortune.cnn.com/2011/03/02/checking-out-job-applicants-on-facebook-better-ask-a-lawyer/
48. You might be thinking, "what could possibly be
wrong with finding public information that the
job candidate has freely shared on the
Internet?" "Having shared that information, the
company should be able to ask him about it. After all,
the job applicant is not making a secret of it."
http://www.socialmedialawupdate.com/2011/10/articles/social-media/legal-issues-surrounding-social-media-background-checks/
49. Subjects that are considered off limits for employers to ask job applicants
about:
• Title VII of the Civil Rights Act prohibits discrimination in hiring,
discipline and termination decisions based on race, color, national origin,
religion and gender.
• Age Discrimination in Employment Act (ADEA) adds to the list with a
prohibition on discrimination against individuals who are 40 years or older.
• Americans With Disabilities Act of 1990 prohibits discrimination against
"qualified disabled" individuals. Employment decisions are defined broadly and
include promotion, demotion, compensation, and transfers.
• Many states add additional areas that are off limits for making
employment decisions (i.e. California => sexual orientation, marital status,
pregnancy, cancer, political affiliation, genetic characteristics, and gender
identity.
http://www.socialmedialawupdate.com/2011/10/articles/social-media/legal-issues-surrounding-social-media-background-checks/
50. “It is very easy to see how someone with a
Facebook page may post about these
protected factors.
The challenge for employers who are researching
job applicants, or monitoring the social media
activity of their employees, is not to let this
protected status information bleed into their
employment decisions.”
http://www.socialmedialawupdate.com/2011/10/articles/social-media/legal-issues-surrounding-social-media-background-checks/
51. Some lessons to be learned from Gaskell vs. University of Kentucky:
(1) HR department training on interview skills and managing
employees should include the ways in which information taken from social
media and Internet searches can possibly give rise to allegations of
employment discrimination;
and
(1) Internet searches of job applicants or employees should be done
ideally by people who are removed from making employment
decisions so they can filter out information that are protected factors before
the search results are forwarded to the company employees who are giving
performance reviews or making recommendations on hiring, promotions, or
downsizing.
http://www.socialmedialawupdate.com/2011/10/articles/social-media/legal-issues-surrounding-social-media-background-checks/
52. • Companies Should Have An Internal
Procedure For Researching Job Candidates And
Employees On The Internet
• The Business Practices Of Outside
Vendors That Provide Social Media
Background Checks Are Being Examined
For Compliance With Privacy And Intellectual Property
Laws
http://www.socialmedialawupdate.com/2011/10/articles/social-media/legal-issues-surrounding-social-media-background-checks/
53. Policy Considerations (from Federal CIO Council)
• Goal: not to say “No” to social media websites
and block them completely, but to say “Yes,
following security guidance,” with effective and
appropriate information assurance security and privacy
controls.
• Focus on user behavior, both personal and
professional, and to address information confidentiality,
integrity, and availability when accessing data or
distributing government information.
54. Training Considerations (from Federal CIO Council)
• Provide periodic awareness and training of policy,
guidance, and best practices:
what information to share, with whom they can share it, and
what not to share.
mindful of blurring their personal and professional life - don’t
establish relationships with working groups or affiliations that may
reveal sensitive information about their job responsibilities.
Operations Security (OPSEC) awareness and training to
educate users about the risks of information disclosure and various
attack mechanisms
55. Policy / Training
45 Policy Examples:
http://data.govloop.com/dataset/Web-2-0-Governance-
Policies-And-Best-Practices-Ref/b47r-pgph