A Complimentary LexisNexis® Webinar August 22, 2013 Listen to the webinar on-demand: http://event.on24.com/r.htm?e=663842&s=1&k=C898A19DFAC640A60FF378768A06F3EB
CHRISTOPHER CALSYN, CROWELL & MORING LLP ROBYN DIAZ, ST. JUDE CHILDREN’S RESEARCH HOSPITAL JESSICA HODKINSON, AVAYA, INC.
TERRI STEWART, FISHER & PHILLIPS LLP
1. Ann Jones, a pilot, believes she is being discriminated against in job assignments due to her sex and files a lawsuit.
2. The airline uses a website for employees to check assignments and participate in a message board for a small fee.
3. On the message board, Jones' coworkers begin posting harassing comments about her suit and sex. This could implicate anti-discrimination laws if the harassment is severe or pervasive enough to create a hostile work environment.
This document discusses moral choices that employees may face, including whistleblowing, conflicts of interest, insider trading, bribery, and balancing self-interest with moral obligations. It provides definitions and perspectives on these issues, noting that resolving moral conflicts requires identifying relevant obligations and deciding which to prioritize. Whistleblowing is justified if the employee has an appropriate motive, exhausted internal options, found compelling evidence, considered dangers, and has a chance of success. Self-interest must be weighed against moral duties and harm to others.
Social media risks and rewards amo conference 2011 draft 5Dan Michaluk
The document discusses the risks and rewards of municipalities using social media. It provides statistics on social media use in Canada and examples of how some Ontario municipalities are using platforms like Facebook, Twitter, LinkedIn and YouTube. While social media allows municipalities to better engage with residents, it also carries risks like inappropriate employee posts or comments during meetings. The document advises municipalities to develop social media policies and guidelines to help manage these risks. It also provides best practices for social media use by municipalities.
This document discusses privacy and workplace issues. It addresses the moral issues around organizational influence on employees' private lives and obtaining personal information. It also covers working conditions like health and safety, management styles, childcare policies, and redesigning work to improve job satisfaction. The key topics are the tension between employee privacy rights and employers' interests, and how work design impacts worker well-being.
The document summarizes key aspects of risk management as they relate to volunteer programs, including defining risk management, common elements of risk management plans, and discussing various laws and policies around safety, discrimination, privacy, and accommodating individuals with disabilities. Real-world examples are requested from attendees to illustrate these concepts in practice. Attendees are encouraged to develop job descriptions, handbooks, screening processes and orientations to set clear expectations and mitigate risks for their organizations.
Discussing about privacy related issues in the areas of Financial Data, Health Information and Children’s Personal Data with identifying regulations in USA and EU. Also it focus on Fair Information Practices.
This document summarizes a presentation about managing social media risks for municipalities. It discusses current employees expressing themselves off-duty and online and how that could negatively affect the employer. It provides examples of employees posting criticisms of their supervisor at a bar or altering a photo of their manager online. The presentation recommends municipalities adopt two policies, one to guide all employees and another for authorized social media communicators. It also addresses how to support employees who become targets of online criticism or defamation due to their work.
Racial Disparities In Employment Final Pptconswalker
1) Racial disparities exist in unemployment rates, with Hispanics/Latinos at 14.9%, African Americans at 13.3%, and Whites at 7.9%. Affirmative action and equal opportunity policies aim to promote diversity and reduce these disparities.
2) Racial attributes and meanings can be projected onto job situations, and racialization is used to more effectively exploit subordinate racial groups.
3) Race affects promotion rates and career support both directly and indirectly through differences in education, social networks, and treatment discrimination.
1. Ann Jones, a pilot, believes she is being discriminated against in job assignments due to her sex and files a lawsuit.
2. The airline uses a website for employees to check assignments and participate in a message board for a small fee.
3. On the message board, Jones' coworkers begin posting harassing comments about her suit and sex. This could implicate anti-discrimination laws if the harassment is severe or pervasive enough to create a hostile work environment.
This document discusses moral choices that employees may face, including whistleblowing, conflicts of interest, insider trading, bribery, and balancing self-interest with moral obligations. It provides definitions and perspectives on these issues, noting that resolving moral conflicts requires identifying relevant obligations and deciding which to prioritize. Whistleblowing is justified if the employee has an appropriate motive, exhausted internal options, found compelling evidence, considered dangers, and has a chance of success. Self-interest must be weighed against moral duties and harm to others.
Social media risks and rewards amo conference 2011 draft 5Dan Michaluk
The document discusses the risks and rewards of municipalities using social media. It provides statistics on social media use in Canada and examples of how some Ontario municipalities are using platforms like Facebook, Twitter, LinkedIn and YouTube. While social media allows municipalities to better engage with residents, it also carries risks like inappropriate employee posts or comments during meetings. The document advises municipalities to develop social media policies and guidelines to help manage these risks. It also provides best practices for social media use by municipalities.
This document discusses privacy and workplace issues. It addresses the moral issues around organizational influence on employees' private lives and obtaining personal information. It also covers working conditions like health and safety, management styles, childcare policies, and redesigning work to improve job satisfaction. The key topics are the tension between employee privacy rights and employers' interests, and how work design impacts worker well-being.
The document summarizes key aspects of risk management as they relate to volunteer programs, including defining risk management, common elements of risk management plans, and discussing various laws and policies around safety, discrimination, privacy, and accommodating individuals with disabilities. Real-world examples are requested from attendees to illustrate these concepts in practice. Attendees are encouraged to develop job descriptions, handbooks, screening processes and orientations to set clear expectations and mitigate risks for their organizations.
Discussing about privacy related issues in the areas of Financial Data, Health Information and Children’s Personal Data with identifying regulations in USA and EU. Also it focus on Fair Information Practices.
This document summarizes a presentation about managing social media risks for municipalities. It discusses current employees expressing themselves off-duty and online and how that could negatively affect the employer. It provides examples of employees posting criticisms of their supervisor at a bar or altering a photo of their manager online. The presentation recommends municipalities adopt two policies, one to guide all employees and another for authorized social media communicators. It also addresses how to support employees who become targets of online criticism or defamation due to their work.
Racial Disparities In Employment Final Pptconswalker
1) Racial disparities exist in unemployment rates, with Hispanics/Latinos at 14.9%, African Americans at 13.3%, and Whites at 7.9%. Affirmative action and equal opportunity policies aim to promote diversity and reduce these disparities.
2) Racial attributes and meanings can be projected onto job situations, and racialization is used to more effectively exploit subordinate racial groups.
3) Race affects promotion rates and career support both directly and indirectly through differences in education, social networks, and treatment discrimination.
- Thermo Electron Corporation filed a quarterly report with the SEC for Q1 2006.
- In the report, they disclosed revenues of $684 million for Q1 2006 and net income of $46.9 million.
- They also noted that in May 2005, their Life and Laboratory Sciences segment acquired the Kendro Laboratory Products division of SPX Corporation.
- Thermo Electron Corporation filed a quarterly report with the SEC for Q1 2006.
- In the report, they disclosed revenues of $684 million for Q1 2006 and net income of $46.9 million.
- They also noted that in May 2005, their Life and Laboratory Sciences segment acquired the Kendro Laboratory Products division of SPX Corporation.
This document is Thermo Electron Corporation's Form 10-Q quarterly report filed with the SEC for the quarter ended July 1, 2006. It includes Thermo's consolidated balance sheet, income statement, and cash flow statement for the quarter, as well as notes to the financial statements. The financial statements show that for the quarter, Thermo's revenues increased 9% to $713 million, net income decreased 20% to $48 million, and earnings per share from continuing operations decreased 14% to $0.30. Thermo also announced a definitive agreement to merge with Fisher Scientific International in an all-stock transaction expected to close in the fourth quarter of 2006.
- Symantec Corporation invited stockholders to attend its 2007 Annual Meeting to be held on September 13, 2007 at its World Headquarters in Cupertino, California.
- The agenda for the meeting includes electing directors, amending the 2000 Director Equity Incentive Plan, ratifying the selection of the independent accounting firm KPMG LLP, and considering one shareholder proposal.
- Stockholders are encouraged to vote by proxy if unable to attend the meeting in person. Voting instructions are enclosed with the proxy statement.
The document is a notice for the 2005 Annual Meeting of Stockholders of Symantec Corporation. It notifies stockholders that the meeting will be held on September 16, 2005 at 8:00am at Symantec's World Headquarters in Cupertino, California. The purposes of the meeting are to elect 10 members to Symantec's Board of Directors and to ratify the selection of KPMG LLP as Symantec's independent auditors for fiscal year 2006. Stockholders of record as of July 25, 2005 are entitled to vote at the meeting.
The document discusses Thermo Scientific's leadership in serving science through analytical instruments, equipment, reagents, software and services. It highlights the company's size and scale, unmatched capabilities, portfolio of leading brands, and mission to make the world healthier, cleaner and safer. Key strengths include global industry leadership, ability to continuously invest in growth opportunities through R&D, and an excellent track record of financial performance. New products are presented for applications such as sample preparation, analysis, and data interpretation.
O'Connor & Schmidt (2014 OBTC) "Facebook Fired:" Educating Students About the...Gordon Schmidt
This document discusses the legal and professional implications of personal social media use for employment status. It notes that many workers have been fired or disciplined based on their social media posts. Whether such terminations are legal depends on the type of employee and whether the posts constituted protected speech. The document outlines relevant laws and examines several court cases that set precedents for what kind of social media activity is and is not protected. It emphasizes the importance for all workers to be aware of their employers' social media policies and their rights regarding online speech.
Assignment1 is a total of 6 pages all together!!Part 1Decision.docxrock73
Assignment1 is a total of 6 pages all together!!
Part 1
Decisions regarding the approach for solving ethical dilemmas are influenced by many factors, including personal beliefs, social norms, and regulatory guidelines. However, human services professionals do not contemplate a particular model that guides their decisions or do not necessarily have insight into the factors that guide their decisions, when faced with ethical challenges.
In this assignment, you will analyze four different models of ethical decision making to understand how these models influence professionals, clients, society, and the overall field of human services. You will also see how these models might fit into your personal approach while making decisions regarding human services clients.
Tasks:
Using the Internet, the Argosy University online library resources, and professional literature, research and prepare a 3-page paper to compare the four models. Professional literature may include the Argosy University online library resources, relevant textbooks, peer-reviewed journal articles, and websites created by professional organizations, agencies, or institutions (.edu, .org, or .gov).
The paper should include the following:
· The factors (personal and societal) according to each model that drive ethical decisions
· The people who are affected by the decision
· The application to present-day human services
· The model you favor and the reasons for selecting this model
In addition, complete a detailed analysis for the deontological and utilitarian ethical orientations. Address the main philosophical differences between the two, considering the factors that influence ethical decisions. Which approach would be most beneficial to your clients? Discuss the rationale for the approach you select.
Part 2
A human services administrator is responsible for overseeing professionals belonging to diverse disciplines who work together in one agency. While the established ethics code for human services workers addresses many of the same standards that are familiar to most helping professionals, each discipline has a few ethics standards that are specific to its respective functions. For example, both psychologists and social workers protect the confidentiality of clients, are expected to be aware of their scope of practice, and have to obtain informed consent from clients before they can provide services; however, there are certain differences in other areas in their respective ethics codes. As an administrator, it is important to be familiar with such similarities as well as differences to ensure that each type of professional is managed within the specific parameters of his or her respective ethics code.
In this assignment, you will compare and contrast standards from the ethics codes of two human services disciplines and compare these with standards from the ethical codes for human services professionals in general.
Tasks:
Select two disciplines (for example, psychology, social work, ...
Like it or not, social media has become the norm. Social Media sites such as Facebook, Twitter and LinkedIn, as well as other informationsharing sites and blogs have forever changed the way people communicate. Employers need to recognize that their employee's personal use of these social networking websites - whether or not the employer permits personal use of these websites at work - is rife with these potential employment issues and other legal exposures, such as potential claims or employee harassment, unfair labor practices and unauthorized disclosure of statutorily-protected information about the company, its customers and employees. This session will address how employers can avoid exposure arising from such risks and how employers need to protect themselves.
Stuart R. Buttrick, partner, Faegre Baker Daniels LLP
Joel Patrick Schroeder, associate, Faegre Baker Daniels LLP
SM Impact and Ethics in Workplace_Atansuyi, Kostak and Manhanga_073012_FINALJohn Kostak
This document discusses the impact of social media on employee terminations and the related ethical considerations. It provides examples of cases where employees were fired for negative social media posts about their employers or coworkers. It explores the challenges faced by governments and companies regarding employee rights and privacy in the digital age. Laws and policies around employment contracts, privacy, and freedom of speech are examined. The conclusion considers how ethics could help define appropriate boundaries for both employees and employers regarding social media use.
The document discusses social media policies in the workplace. It begins by posing the question of whether social media content belongs to the institution or employee. It then notes that while social media is beneficial for businesses, employees sometimes use it in ways that harm the employer like publishing proprietary information. The solution proposed is for companies to have clear social media policies governing personal use on company time and compliance with other policies. However, the National Labor Relations Board has ruled that companies cannot control employees' personal accounts or prohibit legal complaints. A good social media policy needs to balance employer interests with worker rights.
Nasw. “The Primary Mission Of The Social Work ProfessionKate Subramanian
This situation relates to several principles in the NASW Code of Ethics:
- Social workers should not engage in dual or multiple relationships with clients in which there is a risk of exploitation or potential harm to the client. Giving clothes to a client could be seen as engaging in a social relationship outside of the professional one.
- Social workers should conduct themselves in a manner that avoids conflicts of interest that could impair professional judgment or compromise the effectiveness of services. Giving gifts to clients could create a conflict of interest.
- Social workers should not use their professional positions to seek or receive unjustified personal gains, sexual favors, unfair advantage, or unearned goods or services. Giving clothes could be seen as seeking personal gain or favor
SOCW 6520 WK 6 responses Respond to the blog post of three.docxrronald3
SOCW 6520 WK 6 responses
Respond
to the blog post of three colleagues Has to be responded to separately and different responses in one or more of the following ways:
Name first and references after every person
Respond
to the blog post of three colleagues in one or more of the following ways:
Share an insight from having read your colleague’s posting.
Validate an idea in your colleague’s post with your own experience.
Peer 1: Alicia
Legal Considerations
I think when working in the field, it is important to understand that legalities will affect various areas of social work practice. For example, the legal system may come into play with social workers who are working in areas of “child welfare, domestic violence, crime victim counseling, adult protection, housing, immigrant services, youth services, and public policies” (Birkenmaier & Berg-Weger, 2018). Social workers should also be aware of the workings of the legal system, in order to “communicate and work successfully with judges and attorneys, recognize the rights afforded to clients by law, recognize certain problems of their clients as essentially legal problems or social policy problems, and minimize their legal risk in practice” (Birkenmaier & Berg-Weger, 2018). With my placement, I work with clients who have been involved with the courts whether it be clients who are in recovery, or with parent groups who have been involved in courts due to their children’s issues with truancy, etc. With that being said, I have to be aware of any legalities that may affect any of the clients during times. Some legal considerations I have to consider may come in terms of confidentiality or having consent for services before working with clients. Also, we have a very client-centered approach here at the agency; what the client says or wants is what we work with. I have to remember that and take that into consideration as well.
Potential Challenges
When working with clients, there’s always potential challenges involved when in practice. For one, it is important to consider that confidentiality may have to be broken in some cases. For example, when a client is considered a risk to themselves or someone around them, confidentiality is no longer possible. Also, a challenge can arise when a client is severely in need of services but refuses to sign the consent forms. That puts us in a dilemma because we know the client needs help, but legally we cannot provide them with services unless we have their consent.
References
Birkenmaier, J., & Berg-Weger, M. (2018).
The practicum companion for social work: Integrating class and fieldwork.
New York, NY: Pearson.
Peer 2: Candise
Any legal considerations during your field education experience that you may have had to address or that you might address.
The audio from Laureate Education (2013e) states that much like the code of ethics within social work, laws dictate how social workers conduct services. This pertains.
Government agencies are expanding their focus on employees’ rights, social media, and other employer policies and it is not just social media policies that are being invalidated. Susan and Nick discuss how recent changes in social media law might affect your company’s confidentiality policies, hiring policies and practices, and discrimination and harassment policies.
O'Connor & Schmidt (2015) Facebook Fired: Teaching students to recognize and ...Gordon Schmidt
This document discusses teaching students about the potential professional ramifications of personal social media use. It notes that 73% of American adults use social media, and 17% of organizations have had issues with employees' social media use, firing 8% of those. Case studies are presented of employees being fired for social media posts that were seen as inappropriate. The document advocates discussing social media policies and privacy settings with students to help protect their careers.
This document summarizes a presentation on current issues and trends regarding social media and employment law. It discusses how social media has impacted hiring practices, employee policies and contracts, and termination of employment. It provides statistics on social media usage and examples of legal disputes that have arisen from employees' social media use, both during and after employment. The presentation advises developing social media policies and properly handling disputes.
Can I Be Fired for Facebook? Looking at the Legality of Social Media Terminat...Gordon Schmidt
This document discusses the legal protections for employees who use social media and whether acceptable social media behavior differs across job types. For at-will and union employees, the National Labor Relations Act protects "concerted activities" regarding work terms or conditions. However, the First Amendment only protects public sector employees' speech on matters of "public concern" spoken as citizens, not employees. State statutes and collective bargaining agreements may provide additional protections for certain professions. While employer social media policies cannot restrict legal rights, common guidelines indicate policies should not be overbroad across job types.
Social Media and the Law with Andrew Rosenman, partner, Mayer Brown Law Firm ...Social Media Rockstar
This document discusses various employment law issues related to social media. It begins by noting the significant risks employers face from the growth of social media, including public relations issues and legal liability. It then addresses legal issues regarding screening candidates' social media, monitoring current employees' social media, and references for former employees. The document provides recommendations for employers, such as having a clear social media policy and training employees on it. It concludes by discussing National Labor Relations Board limits on social media policies.
This document summarizes a presentation on new ethical dilemmas regarding the use of technology and social media in the digital age. The presentation discusses employer and employee issues with social media use, including shoulder surfing, googling job applicants, and addressing employee complaints online. It emphasizes the importance of establishing social media policies and conducting self-assessments to guide ethical technology use. The presentation previews discussing ethical decision-making models in the next session to help navigate challenging situations.
Presentation by co-founder of Availexe Vanessa Johnson-Burgess and Andrew Howard, associate at Allen & Overy LLP at the second Welcome Back - Inspiring HR event in July 2017.
The presentation covers the current demographics in the workplace and common themes around interaction between workers. It also includes an employment law update which includes the use of social media in the workplace and the latest position on the gig economy.
- Thermo Electron Corporation filed a quarterly report with the SEC for Q1 2006.
- In the report, they disclosed revenues of $684 million for Q1 2006 and net income of $46.9 million.
- They also noted that in May 2005, their Life and Laboratory Sciences segment acquired the Kendro Laboratory Products division of SPX Corporation.
- Thermo Electron Corporation filed a quarterly report with the SEC for Q1 2006.
- In the report, they disclosed revenues of $684 million for Q1 2006 and net income of $46.9 million.
- They also noted that in May 2005, their Life and Laboratory Sciences segment acquired the Kendro Laboratory Products division of SPX Corporation.
This document is Thermo Electron Corporation's Form 10-Q quarterly report filed with the SEC for the quarter ended July 1, 2006. It includes Thermo's consolidated balance sheet, income statement, and cash flow statement for the quarter, as well as notes to the financial statements. The financial statements show that for the quarter, Thermo's revenues increased 9% to $713 million, net income decreased 20% to $48 million, and earnings per share from continuing operations decreased 14% to $0.30. Thermo also announced a definitive agreement to merge with Fisher Scientific International in an all-stock transaction expected to close in the fourth quarter of 2006.
- Symantec Corporation invited stockholders to attend its 2007 Annual Meeting to be held on September 13, 2007 at its World Headquarters in Cupertino, California.
- The agenda for the meeting includes electing directors, amending the 2000 Director Equity Incentive Plan, ratifying the selection of the independent accounting firm KPMG LLP, and considering one shareholder proposal.
- Stockholders are encouraged to vote by proxy if unable to attend the meeting in person. Voting instructions are enclosed with the proxy statement.
The document is a notice for the 2005 Annual Meeting of Stockholders of Symantec Corporation. It notifies stockholders that the meeting will be held on September 16, 2005 at 8:00am at Symantec's World Headquarters in Cupertino, California. The purposes of the meeting are to elect 10 members to Symantec's Board of Directors and to ratify the selection of KPMG LLP as Symantec's independent auditors for fiscal year 2006. Stockholders of record as of July 25, 2005 are entitled to vote at the meeting.
The document discusses Thermo Scientific's leadership in serving science through analytical instruments, equipment, reagents, software and services. It highlights the company's size and scale, unmatched capabilities, portfolio of leading brands, and mission to make the world healthier, cleaner and safer. Key strengths include global industry leadership, ability to continuously invest in growth opportunities through R&D, and an excellent track record of financial performance. New products are presented for applications such as sample preparation, analysis, and data interpretation.
O'Connor & Schmidt (2014 OBTC) "Facebook Fired:" Educating Students About the...Gordon Schmidt
This document discusses the legal and professional implications of personal social media use for employment status. It notes that many workers have been fired or disciplined based on their social media posts. Whether such terminations are legal depends on the type of employee and whether the posts constituted protected speech. The document outlines relevant laws and examines several court cases that set precedents for what kind of social media activity is and is not protected. It emphasizes the importance for all workers to be aware of their employers' social media policies and their rights regarding online speech.
Assignment1 is a total of 6 pages all together!!Part 1Decision.docxrock73
Assignment1 is a total of 6 pages all together!!
Part 1
Decisions regarding the approach for solving ethical dilemmas are influenced by many factors, including personal beliefs, social norms, and regulatory guidelines. However, human services professionals do not contemplate a particular model that guides their decisions or do not necessarily have insight into the factors that guide their decisions, when faced with ethical challenges.
In this assignment, you will analyze four different models of ethical decision making to understand how these models influence professionals, clients, society, and the overall field of human services. You will also see how these models might fit into your personal approach while making decisions regarding human services clients.
Tasks:
Using the Internet, the Argosy University online library resources, and professional literature, research and prepare a 3-page paper to compare the four models. Professional literature may include the Argosy University online library resources, relevant textbooks, peer-reviewed journal articles, and websites created by professional organizations, agencies, or institutions (.edu, .org, or .gov).
The paper should include the following:
· The factors (personal and societal) according to each model that drive ethical decisions
· The people who are affected by the decision
· The application to present-day human services
· The model you favor and the reasons for selecting this model
In addition, complete a detailed analysis for the deontological and utilitarian ethical orientations. Address the main philosophical differences between the two, considering the factors that influence ethical decisions. Which approach would be most beneficial to your clients? Discuss the rationale for the approach you select.
Part 2
A human services administrator is responsible for overseeing professionals belonging to diverse disciplines who work together in one agency. While the established ethics code for human services workers addresses many of the same standards that are familiar to most helping professionals, each discipline has a few ethics standards that are specific to its respective functions. For example, both psychologists and social workers protect the confidentiality of clients, are expected to be aware of their scope of practice, and have to obtain informed consent from clients before they can provide services; however, there are certain differences in other areas in their respective ethics codes. As an administrator, it is important to be familiar with such similarities as well as differences to ensure that each type of professional is managed within the specific parameters of his or her respective ethics code.
In this assignment, you will compare and contrast standards from the ethics codes of two human services disciplines and compare these with standards from the ethical codes for human services professionals in general.
Tasks:
Select two disciplines (for example, psychology, social work, ...
Like it or not, social media has become the norm. Social Media sites such as Facebook, Twitter and LinkedIn, as well as other informationsharing sites and blogs have forever changed the way people communicate. Employers need to recognize that their employee's personal use of these social networking websites - whether or not the employer permits personal use of these websites at work - is rife with these potential employment issues and other legal exposures, such as potential claims or employee harassment, unfair labor practices and unauthorized disclosure of statutorily-protected information about the company, its customers and employees. This session will address how employers can avoid exposure arising from such risks and how employers need to protect themselves.
Stuart R. Buttrick, partner, Faegre Baker Daniels LLP
Joel Patrick Schroeder, associate, Faegre Baker Daniels LLP
SM Impact and Ethics in Workplace_Atansuyi, Kostak and Manhanga_073012_FINALJohn Kostak
This document discusses the impact of social media on employee terminations and the related ethical considerations. It provides examples of cases where employees were fired for negative social media posts about their employers or coworkers. It explores the challenges faced by governments and companies regarding employee rights and privacy in the digital age. Laws and policies around employment contracts, privacy, and freedom of speech are examined. The conclusion considers how ethics could help define appropriate boundaries for both employees and employers regarding social media use.
The document discusses social media policies in the workplace. It begins by posing the question of whether social media content belongs to the institution or employee. It then notes that while social media is beneficial for businesses, employees sometimes use it in ways that harm the employer like publishing proprietary information. The solution proposed is for companies to have clear social media policies governing personal use on company time and compliance with other policies. However, the National Labor Relations Board has ruled that companies cannot control employees' personal accounts or prohibit legal complaints. A good social media policy needs to balance employer interests with worker rights.
Nasw. “The Primary Mission Of The Social Work ProfessionKate Subramanian
This situation relates to several principles in the NASW Code of Ethics:
- Social workers should not engage in dual or multiple relationships with clients in which there is a risk of exploitation or potential harm to the client. Giving clothes to a client could be seen as engaging in a social relationship outside of the professional one.
- Social workers should conduct themselves in a manner that avoids conflicts of interest that could impair professional judgment or compromise the effectiveness of services. Giving gifts to clients could create a conflict of interest.
- Social workers should not use their professional positions to seek or receive unjustified personal gains, sexual favors, unfair advantage, or unearned goods or services. Giving clothes could be seen as seeking personal gain or favor
SOCW 6520 WK 6 responses Respond to the blog post of three.docxrronald3
SOCW 6520 WK 6 responses
Respond
to the blog post of three colleagues Has to be responded to separately and different responses in one or more of the following ways:
Name first and references after every person
Respond
to the blog post of three colleagues in one or more of the following ways:
Share an insight from having read your colleague’s posting.
Validate an idea in your colleague’s post with your own experience.
Peer 1: Alicia
Legal Considerations
I think when working in the field, it is important to understand that legalities will affect various areas of social work practice. For example, the legal system may come into play with social workers who are working in areas of “child welfare, domestic violence, crime victim counseling, adult protection, housing, immigrant services, youth services, and public policies” (Birkenmaier & Berg-Weger, 2018). Social workers should also be aware of the workings of the legal system, in order to “communicate and work successfully with judges and attorneys, recognize the rights afforded to clients by law, recognize certain problems of their clients as essentially legal problems or social policy problems, and minimize their legal risk in practice” (Birkenmaier & Berg-Weger, 2018). With my placement, I work with clients who have been involved with the courts whether it be clients who are in recovery, or with parent groups who have been involved in courts due to their children’s issues with truancy, etc. With that being said, I have to be aware of any legalities that may affect any of the clients during times. Some legal considerations I have to consider may come in terms of confidentiality or having consent for services before working with clients. Also, we have a very client-centered approach here at the agency; what the client says or wants is what we work with. I have to remember that and take that into consideration as well.
Potential Challenges
When working with clients, there’s always potential challenges involved when in practice. For one, it is important to consider that confidentiality may have to be broken in some cases. For example, when a client is considered a risk to themselves or someone around them, confidentiality is no longer possible. Also, a challenge can arise when a client is severely in need of services but refuses to sign the consent forms. That puts us in a dilemma because we know the client needs help, but legally we cannot provide them with services unless we have their consent.
References
Birkenmaier, J., & Berg-Weger, M. (2018).
The practicum companion for social work: Integrating class and fieldwork.
New York, NY: Pearson.
Peer 2: Candise
Any legal considerations during your field education experience that you may have had to address or that you might address.
The audio from Laureate Education (2013e) states that much like the code of ethics within social work, laws dictate how social workers conduct services. This pertains.
Government agencies are expanding their focus on employees’ rights, social media, and other employer policies and it is not just social media policies that are being invalidated. Susan and Nick discuss how recent changes in social media law might affect your company’s confidentiality policies, hiring policies and practices, and discrimination and harassment policies.
O'Connor & Schmidt (2015) Facebook Fired: Teaching students to recognize and ...Gordon Schmidt
This document discusses teaching students about the potential professional ramifications of personal social media use. It notes that 73% of American adults use social media, and 17% of organizations have had issues with employees' social media use, firing 8% of those. Case studies are presented of employees being fired for social media posts that were seen as inappropriate. The document advocates discussing social media policies and privacy settings with students to help protect their careers.
This document summarizes a presentation on current issues and trends regarding social media and employment law. It discusses how social media has impacted hiring practices, employee policies and contracts, and termination of employment. It provides statistics on social media usage and examples of legal disputes that have arisen from employees' social media use, both during and after employment. The presentation advises developing social media policies and properly handling disputes.
Can I Be Fired for Facebook? Looking at the Legality of Social Media Terminat...Gordon Schmidt
This document discusses the legal protections for employees who use social media and whether acceptable social media behavior differs across job types. For at-will and union employees, the National Labor Relations Act protects "concerted activities" regarding work terms or conditions. However, the First Amendment only protects public sector employees' speech on matters of "public concern" spoken as citizens, not employees. State statutes and collective bargaining agreements may provide additional protections for certain professions. While employer social media policies cannot restrict legal rights, common guidelines indicate policies should not be overbroad across job types.
Social Media and the Law with Andrew Rosenman, partner, Mayer Brown Law Firm ...Social Media Rockstar
This document discusses various employment law issues related to social media. It begins by noting the significant risks employers face from the growth of social media, including public relations issues and legal liability. It then addresses legal issues regarding screening candidates' social media, monitoring current employees' social media, and references for former employees. The document provides recommendations for employers, such as having a clear social media policy and training employees on it. It concludes by discussing National Labor Relations Board limits on social media policies.
This document summarizes a presentation on new ethical dilemmas regarding the use of technology and social media in the digital age. The presentation discusses employer and employee issues with social media use, including shoulder surfing, googling job applicants, and addressing employee complaints online. It emphasizes the importance of establishing social media policies and conducting self-assessments to guide ethical technology use. The presentation previews discussing ethical decision-making models in the next session to help navigate challenging situations.
Presentation by co-founder of Availexe Vanessa Johnson-Burgess and Andrew Howard, associate at Allen & Overy LLP at the second Welcome Back - Inspiring HR event in July 2017.
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This document discusses legal issues related to social media content and conduct. It addresses when online content can be regulated as conduct, the concept of vicarious liability for employers, and provides examples of content that has constituted conduct. It also summarizes key components of effective social media policies for employers, such as addressing proprietary information, respectfulness, and copyright issues. Finally, it discusses legal issues regarding employer access to employee social media passwords and political speech on social media.
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Running head LEGAL POLICY AND HUMAN RESOURSE .docxwlynn1
Running head: LEGAL POLICY AND HUMAN RESOURSE 1
LEGAL POLICY AND HUMAN RESOURCE 4
Legal Policy and Human Resource
Student’s Name
Institution Affiliation
Legal Policy and Human Resource
Written presentation
A written presentation in a legal case and a legal concept is more often beneficial regardless of the case may be or whether a court has directed one to file any. Judges barely complain about written presentation so long as the opposing party is given a copy. Written submission entails the identity of the case plus the party which a barrister is writing the presentation for. It should be brief and not repetitive, be rightfully structured according to the nature of a case, e.g., use of appropriate headings and sub-heading, provide tables of content in complex cases. Headings should not be generic but rather useful, be in a logical order for easy decision making. A written presentation should be written early and often. A problem may arise when drafting the presentation and the earlier they are identified, the easier it will be to fix them.
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Legal terminologies in employmen.
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When Employees Tweet on Twitter®: Protecting Your Brand in Social Media
1. When Employees Tweet: Protecting Your Brand in Social Media
A Complimentary LexisNexis® Webinar
August 22, 2013
CHRISTOPHER CALSYN, CROWELL & MORING LLP
ROBYN DIAZ, ST. JUDE CHILDREN’S RESEARCH HOSPITAL
JESSICA HODKINSON, AVAYA, INC.
TERRI STEWART, FISHER & PHILLIPS LLP
2. 1LexisNexis Presents: When Employees Tweet: Protecting Your Brand in Social Media – August 21, 2013
About the Speakers
Chris Calsyn is a Counsel in the Labor & Employment group
of Crowell & Moring LLP in Washington, DC. Chris regularly
provides clients with litigation and counseling services in all
facets of labor and employment law. With respect to social
media, Chris advises employers on developing, revising, and
implementing social media policies, and defends employers
against claims by current or former employees involving
social media issues.
3. 2LexisNexis Presents: When Employees Tweet: Protecting Your Brand in Social Media – August 21, 2013
About the Speakers
Robyn Diaz is Interim Chief Legal Officer at St. Jude Children’s
Research Hospital in Memphis, TN. In this role, Robyn oversees the
legal affairs, technology transfer, and government relations
departments, manages outside counsel relationships, and advises
on employment law, biomedical ethics, medical staff affairs, and
general operational, regulatory and transactional issues.
Before joining St. Jude, Robyn was a member of the in-house legal
team at MedStar Health, a healthcare system with a network of ten
hospitals in the Washington, D.C. region. Robyn served as an
Adjunct Instructor with the Georgetown University School of Nursing
and Health Studies, where she taught courses on health law and served as an academic
preceptor to students enrolled in Georgetown University’s Program in Health Care
Management and Policy. Prior to her time with MedStar Health, Robyn was an attorney in
the health care practice group at Crowell & Moring, LLP. Robyn has also worked in health
care policy and consulting in Washington, DC.
Robyn has written and presented on a wide variety of health law issues, including access
to care, human subject research protections, and conflicts of interest in medicine. She
received her J.D. from Georgetown University Law Center and her B.A. from Brandeis
University, and earned a Certificate in Executive Leadership for Healthcare Professionals
from Cornell University. She is admitted to practice law in the District of Columbia, New
York and Tennessee. Robyn is chair of the Memphis Bar Association Health Law Section
and vice chair of the American Bar Association Health eSource editorial board.
4. 3LexisNexis Presents: When Employees Tweet: Protecting Your Brand in Social Media – August 21, 2013
About the Speakers
Jessica Hodkinson is Legal Director, Labor, Employment and
Litigation at Avaya Inc. Jessica has been with Avaya since
February 2011 and is responsible for managing general
commercial and employment litigation including labor
matters for various business units at Avaya. In her role,
Jessica provides day to day counseling to Business Leaders,
Human Resources, Labor Relations, Recruiting and Corporate
Security with respect to all labor and employment matters
including but not limited to compensation and benefits, HR
policies (including Social Media), reductions in force, labor
relations, internal investigations, wage and hour,
independent contractors, background checks, and general
compliance with all labor and employment laws in the
United States.
Prior to joining Avaya, Jessica has held various in-house and
law firm positions. Jessica is a graduate of Brooklyn Law
School and SUNY Buffalo.
5. 4LexisNexis Presents: When Employees Tweet: Protecting Your Brand in Social Media – August 21, 2013
About the Speakers
Terri Stewart is an attorney in the Atlanta office of Fisher &
Phillips LLP, a national labor and employment firm. She
represents management in all areas of labor and employment
law in state and federal courts as well as before state and federal
agencies. Her practice focuses on the defense of employment
related lawsuits in trial and appellate courts, encompassing a
variety of issues, including claims arising under Title VII, the
Americans with Disabilities Act, the Age Discrimination in
Employment Act, the Family and Medical Leave Act, and related
state claims such as trade secret infringement, restrictive
covenants, breach of contract and tort actions. Terri also
frequently advises employers on reductions in force, drafts
employment agreements, personnel policies, separation
agreements and releases, and conducts on-site training on
topics such as employment law compliance and avoidance of
harassment claims.
Terri was listed in the 2011, 2012 and 2013 editions of Georgia
Super Lawyers - Rising Stars. She also recently received the top
“40 under 40” Award by the Atlanta Business Chronicle. The
award honors the top 40 business people in Atlanta under the
age of 40. Terri is a recent graduate of this year’s L.E.A.D.
Atlanta Class.
6. 5LexisNexis Presents: When Employees Tweet: Protecting Your Brand in Social Media – August 21, 2013
Recent Statistics on Social Media Use by Employees
• 72 % of workers spend time during each workday on social networks
• 32 % of employers have social networking policy
• 42 % of supervisors connected through social media to subordinate
• 66 % of supervisors who are “active social networkers” (“ASNs”) say posts
by subordinates affect the way they think about subordinate
• 79 % of social networkers consider how their employer would react to a
work-related post
• 64 % consider how their employer would react to personal information
posted on a personal site
• 72 % of ASNs observed misconduct in workplace – only 56 % of non-ASNs
• 56% of ASNs claimed they were retaliated against – only 18% of non-ASNs
Source: Ethics Resource Center – National Business Ethics Survey of Social Networkers: New Risks and Opportunities at Work (2013)
7. 6LexisNexis Presents: When Employees Tweet: Protecting Your Brand in Social Media – August 21, 2013
Laws Implicated by Employee Social Media Use
• National Labor Relations Act
• State social media password laws
• State privacy laws
• Federal and state anti-discrimination/harassment
laws
• Stored Communications Act
• GINA, ADA, FMLA, HIPAA
• Copyright infringement, trademark and advertising
laws
• Securities laws – Regulation FD
8. 7LexisNexis Presents: When Employees Tweet: Protecting Your Brand in Social Media – August 21, 2013
Recent NLRB Developments and Impact on Employer
Social Media Policies and Practices
• New Board Members
• Turnover in the General Counsel’s office
• Effect of Noel Canning / New Vista Nursing
• Recent Decisions
– Bettie Page (Board)
– New York Party Shuttle LLC (Board)
– World Color Corp. (ALJ)
– UPMC (ALJ)
– Skinsmart Dermatology (GC)
– Giant Foods LLC (GC)
9. 8LexisNexis Presents: When Employees Tweet: Protecting Your Brand in Social Media – August 21, 2013
Employee Social Media Related Conduct Protected
by the NLRA
• Polling co-workers on Facebook regarding whether employees
were helping clients enough
• Posting that one’s supervisor is a “d*ck” and a “scumbag”
when he doesn’t allow you to have a union rep available while
the employee is preparing an incident report
– Important that other employees provided supportive comments, and
the employee then complained more about the supervisor in response
• “Liking” the status of a former employee’s complaint about the
employer’s error with respect to tax withholdings in employee
pay
– Another employee in the same case also engaged in protected activity
when she claimed she was owed money and stated one of the
employer’s owners was “such an as*hole”
10. 9LexisNexis Presents: When Employees Tweet: Protecting Your Brand in Social Media – August 21, 2013
Employee Social Media Related Conduct not
Protected by the NLRA
• Newspaper reporter’s offensive tweets about his crime beat
including: “You stay homicidal, Tucson. See Star Net for the
bloody deets.”
• Bartender complaining on Facebook that he hadn’t had a raise
in 5 years, that he was doing the waitresses’ work without tips,
and calling customers rednecks and hoping they choke on glass
as they drive home drunk
– Key that no co-workers responded to posts and he did not discuss them
with any co-worker
• Making fun of mentally disabled patients at employer’s
residential treatment facility on Facebook
• Posting a picture of yourself flipping off the Tomb of the
Unknown Solider at Arlington National Cemetery during a work
trip
11. 10LexisNexis Presents: When Employees Tweet: Protecting Your Brand in Social Media – August 21, 2013
Guidance from NLRB Social Media Conduct Cases
• The “social media conduct” cases demonstrate:
– Context matters greatly
NLRB more likely to find a violation if the conduct at issue follows
on earlier live complaints or discussions of wages, terms, or
conditions
• Responsive conduct, or lack thereof, by co-workers to
complainant’s social media based activity is
potentially determinative
• Employees have a lot of leeway to be offensive in
social media posts
12. 11LexisNexis Presents: When Employees Tweet: Protecting Your Brand in Social Media – August 21, 2013
Dos and Don’ts for Social Media Policies
Dos for Social Media Policies
– Ensure that any prohibitions on employee social media behavior are as
narrowly drawn as possible.
– Include provisions that require employees who are posting about
work-related issues or company products or services to include a
disclaimer.
FTC Guidelines and Regulation FD
– Require any employees using social media on behalf of the company
to sign a separate written agreement specifying that the account(s),
content and any list of friends, followers or contacts developed using
the account(s) are the sole property of the company.
– Enlist knowledgeable counsel to review the facts related to any
proposed discipline based on an employee’s social media use.
– Retain knowledgeable counsel to analyze any proposed
implementation or revision of your social media–related policies or
practices.
13. 12LexisNexis Presents: When Employees Tweet: Protecting Your Brand in Social Media – August 21, 2013
Dos and Don’ts for Social Media Policies
Don’ts for Social Media Policies
• Do not use vague terms like “confidential” or “disparage” without providing
explicit examples of unprotected behavior to qualify those terms.
• Do not include blanket prohibitions on defaming or otherwise damaging
the reputation of co-workers, clients or the company.
• Do not include blanket prohibitions on using the company’s logo or similar
branding materials in employee social media posts.
• Do not include blanket prohibitions on posting photographs or videos of
the employer’s business in employee social media posts.
• Do not prohibit employees from posting information about their wages,
hours worked, or who their employer is.
• Do not forbid employees from using social media to contact the traditional
media (such as newspapers, television stations, etc.).
• Open question about whether to include a “savings clause”
14. 13LexisNexis Presents: When Employees Tweet: Protecting Your Brand in Social Media – August 21, 2013
Use of Social Media and Internet in Hiring and
Promotion Decisions
• Recruitment
• Use of social media and internet by hiring managers
• Legality and fairness
• Risks of use
• Promotions
• What to do when social media research provides
information of interest (e.g., work habits, violence,
threats)
15. 14LexisNexis Presents: When Employees Tweet: Protecting Your Brand in Social Media – August 21, 2013
Risks of Social Media Screening of Job
Applicants/Employees
Marital Status
Age
Parental Status?
Gender & Race
Political Views
National Origin
Education
Employment
Status
16. 15LexisNexis Presents: When Employees Tweet: Protecting Your Brand in Social Media – August 21, 2013
Supervisor/Subordinate Social Media Relationships
• Potential benefits
– Inclusion and camaraderie
– Heads up on potential departure / ability to keep tabs on future
employment
• Potential risks
– Protected status: knowledge of EEO information may be seen as basis
for adverse employment action (even when it is not)
– Evidence of bias, pretext, or retaliation
– Another vehicle for harassment by supervisors/co-workers
– Legal complaint: duty to investigate
– Endorsements (e.g., LinkedIn, Facebook, etc.)
Evidence in wrongful termination lawsuits
Business issues and credibility
Conflicting internal company memoranda and evaluations
17. 16LexisNexis Presents: When Employees Tweet: Protecting Your Brand in Social Media – August 21, 2013
Best Practices for Regulating Supervisor/Subordinate
Social Media Relationships
• Recommendations
– Consider training/guidelines/restrictions on “friending” subordinates
or others over whom institutional authority
Rule of thumb: don’t reveal anything you wouldn’t say or post in
the break room
Stress importance of privacy controls
– Train supervisors about what to do if/when they learn of discipline
worthy offense by subordinate via social media
– Train supervisors to not pressure employees to provide the supervisor
with access to personal social media sites
18. 17LexisNexis Presents: When Employees Tweet: Protecting Your Brand in Social Media – August 21, 2013
Best Practices for Regulating Supervisor/Subordinate
Social Media Relationships
• Recommendations
– Train supervisors to issue spot if they are going to be allowed to
“friend” subordinates
Harassment / threats
Concerted activity
Whistleblowing
Retaliation
Medical issues
Breaches of confidentiality
– Train staff that they are not required to “friend” supervisors or co-
workers
– Train staff to report any problems/issues to HR/legal
Make sure they understand this includes any social media, email, or
texting behavior they believe violates company policies on harassment,
discrimination, bullying, disparagement, and retaliation
19. 18LexisNexis Presents: When Employees Tweet: Protecting Your Brand in Social Media – August 21, 2013
Protecting Your Brand from Employees in the Social
Media Era
• Defining ownership and control of employer social
media accounts is paramount
– Written agreements with employees using social media on
behalf of the company
Ensure company has redundancy and access to accounts in case of
quick departure by employee
• Confidentiality /non-disclosure /non-solicitation
agreements
– Ensure that they include social media disclosures /
solicitations in their prohibitions
20. 19LexisNexis Presents: When Employees Tweet: Protecting Your Brand in Social Media – August 21, 2013
Protecting Your Brand from Employees in the Social
Media Era
• Provide training on social media policy and
procedures
– Copyright/trademark v. NLRA protections
• Obtain protections in severance/release agreements
– Cooperation and non-disparagement clauses
– Staggering of severance payments
• Consider monitoring employees after they leave
through social media
21. 20LexisNexis Presents: When Employees Tweet: Protecting Your Brand in Social Media – August 21, 2013
Protecting Your Brand from Employees in the Social
Media Era
• Employer-owned social media/networking sites
– Goal is often to build camaraderie, facilitate the sharing of
ideas, and increase productivity and efficiency
– Potential risks abound
Another tool in the harasser’s tool box
Forum for disparaging posts by disgruntled employees – some of
which are likely protected by NLRA, whistleblower laws, etc.
May provide evidence of discrimination/retaliation by
unsophisticated supervisor or co-worker
– Best practices
Implement clear policies and training about use and abuse that do
not violate employee protections
Monitor where possible for signs of abuse
Consult with HR/legal prior to taking any action against employees
for comments made through employer-owned social media
22. 21LexisNexis Presents: When Employees Tweet: Protecting Your Brand in Social Media – August 21, 2013
Protecting Your Brand from Outsiders in the Social
Media Era
• Acquire and register usernames, etc. for brands
where possible
– Although often costly, can help protect the brand’s image
from copyright/trademark infringement by both intentional
and unintentional violators
– May save legal costs down the road
• Use social media tracking software to track and
analyze what outsiders are saying about your brand
– May also be useful in tracking what employees are saying
about your products (good and bad)
23. 22LexisNexis Presents: When Employees Tweet: Protecting Your Brand in Social Media – August 21, 2013
Protecting Your Brand from Outsiders in the Social
Media Era
• Dealing with bad press / defamatory speech
– Importance of rationally assessing the situation before
acting
Do you care about the likely audience for the bad press /
defamation?
Is it truly affecting your business?
Is your response only going to make it worse?
– “Shot across the bow” / cease and desist letter?
Consider potential backlash from that approach in social media
environment
– Positive marketing campaign?
– Litigation?
Defamation – difficultly of separating fact from opinion
24. 23LexisNexis Presents: When Employees Tweet: Protecting Your Brand in Social Media – August 21, 2013
Protecting Your Brand from Outsiders in the Social
Media Era
• Protecting copyrights/trademarks
– Intersection with NLRA
– “Shot across the bow” / cease and desist letter?
Consider potential backlash from that approach in social media
environment – treat it like a press release
“Catch more flies with honey” – Jack Daniels example
– Report violation of “terms of use” to social media site
provider (e.g., Facebook, Twitter, etc.) and seek resolution
of issue through provider?
Research a provider’s “terms of use” prior to using the provider to
market your brand as the terms may not fit your needs and/or the
provider may not act as proactively to protect your brand as you
would like
Understand that direct contact with infringer is likely a more
effective route
25. 24LexisNexis Presents: When Employees Tweet: Protecting Your Brand in Social Media – August 21, 2013
Social Media as Evidence for Discovery/Trial
• Treasure trove of information – for both sides
• Offensive discovery
– Understand the technology
Which sites are most likely going to have relevant information to
the particular claims at issue?
– Initial searching and capture before serving discovery
– Importance of targeted discovery requests
Courts preventing social media fishing expeditions
– Importance of sending preservation letter explicitly
referencing social media
– Methods for obtaining social media evidence in discovery
– Strategies for getting social media posts into evidence at
trial
26. 25LexisNexis Presents: When Employees Tweet: Protecting Your Brand in Social Media – August 21, 2013
Social Media as Evidence for Discovery/Trial
• Defensive discovery
– Employer must preserve and produce relevant employer-
owned social media posts
– Employer must instruct relevant employees to preserve
and produce relevant social media posts from personal
accounts
– Employer must instruct relevant supervisors to not discuss
the litigation via social media and should track compliance
27. 26LexisNexis Presents: When Employees Tweet: Protecting Your Brand in Social Media – August 21, 2013
Question and Answer Session
Christopher P. Calsyn, Crowell & Moring, LLP
ccalsyn@crowell.com
Robyn Diaz, St. Jude Children’s Research Hospital
robyn.diaz@stjude.org
Jessica Hodkinson, Avaya, Inc.
jhodkinson@avaya.com
Terri Stewart, Fisher & Phillips LLP
tstewart@laborlawyers.com