22% of employees visit social networking sites 5 or more times per week, yet only 54% of employers have a policy dealing with social media inside and outside the workplace. During this presentation, participants will learn about potential legal issues involved in adopting a policy and how to avoid those issues. Sample provisions will be discussed and recommended actions addressed.
Presented by Jackson Lewis.
Key Points in this presentation:
- Application of Social Media in the Workplace
- Are Employers Permitted to Monitor Social Media Use by Employees at Work?
- Percentage of Business using Social Media
- How does your organization use SM for Internal communications
- Managing the Risks
- Social Media Policy
- Steps to creating a Policy
When it comes to writing social media policy, you just can't say no. View this presentation on the 4 areas that must be covered when writing an effective policy. Also covered is the 7 things every policy needs and the 3 steps to get started.
Key Points in this presentation:
- Application of Social Media in the Workplace
- Are Employers Permitted to Monitor Social Media Use by Employees at Work?
- Percentage of Business using Social Media
- How does your organization use SM for Internal communications
- Managing the Risks
- Social Media Policy
- Steps to creating a Policy
When it comes to writing social media policy, you just can't say no. View this presentation on the 4 areas that must be covered when writing an effective policy. Also covered is the 7 things every policy needs and the 3 steps to get started.
The social network is a theoretical construct useful in the social sciences to study relationships between individuals, groups, organizations, or even entire societies.
The Impact of Social Media on Business CaylinBeLow
This PowerPoint explains the impact of social media on business. Topics discussed include: 4E Framework of marketing, the wheel of social media engagement, and different types of social media and mobile apps.
Presented by Heather Schoegler and Tamarah Brownlee of Parkview Health. Covers content including:
- Guidelines or Policy or Both?
- Crafting your Policy and Guidelines
- NLRB Insights
- Implementation Plan
- Employee Social Media Examples
- Future Issues
- Your Next Steps
A presentation addressing the legal implications of social media.. These issues include privacy, copyright, trademark, and trade secrets issues for employers, employees and ISPs, as well as the SPAM Act and FTC rules. ALL RIGHTS RESERVED. Contact me at dsaper [at]saperlaw.com if you'd like to use the presentation or if you have any questions.
http://blog.hr360.com/hr-blog/sexual-harassment-in-the-workplace
Sexual harassment in the workplace - how to recognize it, establishing procedures to report it, and how to prevent it.
Social Media Marketing PowerPoint PresentationAndrew Schwartz
100+ PowerPoint presentation content slides. Marketing is a key component to the success and revenue flow of any business. Social media websites and resources have yielded outrageous success in the past decade, opening enormous markets of potential customers to businesses around the world.
My MIBA thesis presentation about using social networking sites for recruiting by Enas Wahdan @ Ecole Supérieure Libre des Sciences Commerciales Appliquées (ESLSCA)
04 - Dec- 2010
Cairo , Egypt
The social network is a theoretical construct useful in the social sciences to study relationships between individuals, groups, organizations, or even entire societies.
The Impact of Social Media on Business CaylinBeLow
This PowerPoint explains the impact of social media on business. Topics discussed include: 4E Framework of marketing, the wheel of social media engagement, and different types of social media and mobile apps.
Presented by Heather Schoegler and Tamarah Brownlee of Parkview Health. Covers content including:
- Guidelines or Policy or Both?
- Crafting your Policy and Guidelines
- NLRB Insights
- Implementation Plan
- Employee Social Media Examples
- Future Issues
- Your Next Steps
A presentation addressing the legal implications of social media.. These issues include privacy, copyright, trademark, and trade secrets issues for employers, employees and ISPs, as well as the SPAM Act and FTC rules. ALL RIGHTS RESERVED. Contact me at dsaper [at]saperlaw.com if you'd like to use the presentation or if you have any questions.
http://blog.hr360.com/hr-blog/sexual-harassment-in-the-workplace
Sexual harassment in the workplace - how to recognize it, establishing procedures to report it, and how to prevent it.
Social Media Marketing PowerPoint PresentationAndrew Schwartz
100+ PowerPoint presentation content slides. Marketing is a key component to the success and revenue flow of any business. Social media websites and resources have yielded outrageous success in the past decade, opening enormous markets of potential customers to businesses around the world.
My MIBA thesis presentation about using social networking sites for recruiting by Enas Wahdan @ Ecole Supérieure Libre des Sciences Commerciales Appliquées (ESLSCA)
04 - Dec- 2010
Cairo , Egypt
Legal Aspects Relating to Social Media in the WorkplaceBrian Bluff
This presentation addresses legal issues companies must deal with when considering participating in social media. By Colin M. Leonard, Esq. of Bond, Schoeneck & King, PLLC.
The research upon which this William Fry report is based was undertaken by Amárach Research.
Two separate surveys were conducted, one among employers and one among employees of organisations operating in Ireland and of a size of 50 employees or more. A range of questions relating to social media in the workplace were asked of both groups to allow for an employer and employee perspective to be captured. A total of 200 employers were surveyed via telephone interviews and 500 employees were interviewed online. All interviewing was conducted in February 2013.
More details from William Fry: www.williamfry.ie
Social media & data protection policy v1.0 141112 Dave Shannon
Presentation presented to employees in a previous role. Unfortunately corporate identity has had to be removed, however content is still relevant to policies and legislation
Social Media Policy Essentials for Lenders and BrokersSmarsh
Learn how to adopt and enforce social media policies that make sense for the mortgage industry, including:
-What elements should be included
-Best practices for developing a social media policy
-How to enforce a policy once it's made
Employee use of social media - chapter 2. Disciplinary Action and Social MediaNiki Avraam
Understand the legal aspects behind employee use of social media.
In this chapter, we use real-life examples to help you establish when disciplinary action is fair following employee use of social media. We also include a handy checklist you can follow to ensure your policies are clear for your employees.
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
Blake Lapthorn's In-House Lawyer and Decision Makers' forumBlake Morgan
Blake Lapthorn's Litigation Dispute Resolution and Employment teams joined up to present a forum on social media and confidentiality on 17 September 2013, at Blake Lapthorn's Oxford office.
We review many important items that will help make a successful Year-End. We’ll review the W-2 process, explaining the changes that occurred during 2013 and how they’ll affect your employee’s W-2s, discuss some of the most common year-end adjustments, and review how to ensure your employee information is correct. We’ll also go over some of the expected Tax changes for 2013.
Presented by AlphaStaff PR /Finance
Managing Performance Using Job Descriptions AlphaStaff
Job descriptions are an essential tool for every employer. They can and should be used in all aspects of the employment relationship, including recruiting, hiring, performance management, discipline and separation. Doing so improves morale and helps employers defend discrimination, retaliation and other legal claims.
Presented by Jackson Lewis.
It is a common perception that accidents are unexpected or unplanned events, but in many instances, that’s not necessarily so. Some accidents result from unsafe conditions and work practices that have been ignored or tolerated for weeks, months, or even years.
Please join our webinar presentation to discover and review the truth about “Accidents”. Learn about the “Accident Pyramid” and most importantly, the “Preventive Measures” to avoid workplace injuries that we often refer to as “Accidents”.
Topics include:
Slips, Trips & Falls
Back Injuries & Prevention
Chemical Safety
Office Ergonomics and much more.
Presented by AlphaStaff Risk Control Consultant, Ben Abdallah.
Topics include:
1. A better understanding of OSHA's recordkeeping requirements
2. Review of the actual OSHA 300 forms
3. Review of compliance, maintenance and posting requirements of the OSHA 300 log
With the recent delay in the employer coverage mandate until 2015, employers should continue to plan their compliance strategy and remain vigilant as regulations continue to change. Hosted by Aon’s health and benefits expert, Richard Kaufman, this webinar will update employers on the ongoing changes and provide reminders of what remains, deadlines and other helpful information in understanding the complexities of the mandate.
Presented by Richard S. Kaufman, Aon Consulting VP, Health and Benefits
How can you keep your EPLI claims exposure down and achieve early resolution to employee disputes before they become claims? What factors do the insurance carriers consider when rating your EPLI program? How can you manage your claims to mitigate risk and improve your EPLI program? This webinar will answer these and other questions regarding managing your EPLI program and deploying effective risk mitigation techniques.
Presented by AlphaStaff VP of Employment Relations, Carrie Cherveny, Esq.
Health Advocate EAP Overview and Supervisory Awareness AlphaStaff
By taking advantage of an EAP, a company is eligible for benefits that will greatly improve the quality of its employees’ lives. Part I of the EAP training reviews the basics of management and encourages those in a supervisory position to use Health Advocate as a consulting tool when they have employees whose work performance is being impacted by their personal problems. This seminar presents techniques for supportively confronting an employee, making a referral to the EAP when appropriate, and prepares managers for the different reactions the employee may exhibit. It also lists the obstacles to a successful confrontation, as well as the danger of enabling. The goal of the training will focus on utilizing the EAP as a preventive resource.
Presented by Health Advocate.
Recent NLRB Rulings and Their Impact on Non-Union EmployersAlphaStaff
Surprisingly, the National Labor Relations Board has begun extending its tentacles into every facet of both union and non-union employer workplaces. Did you know that your “at-will” policies may be at risk? And, you can no longer require confidentiality when conducting internal investigations! These shocking developments and what you can do to avoid issues with the Board will be addressed.
Timely injury reporting is a must! This webinar will cover the steps to follow in the event of a work place injury including an overview of the forms in your AlphaStaff Risk Kit. A few of the topics that will be covered are:
How to report the injury to AlphaStaff.
How to complete the necessary paperwork.
Understanding the claims handling process.
Are you ready for the upcoming 2014 provisions of the new healthcare reform act? Do you know what the implications are to you as a small or midsize company?
Our webinar will help you become familiar with upcoming requirements under the Patient Protection and Affordable Care Act.
Expect to learn the following and more:
What is the Patient Protection and Affordable Care Act
How does an organization determine their 2014 cost to comply?
What should organizations be doing now to prepare?
AlphaStaff Webinar Importance of Drug and Background ScreeningAlphaStaff
Hiring someone is a decision that should not be based solely on the person’s ability to handle the job. While skills required to conduct the job are necessary, one cannot rule out threats caused by an employee with a checkered past (or present). Someone with a criminal record or someone who isn’t who they say they are can potentially cause significant damage to the welfare of the company and its staff.
This webinar, led by one of the country’s premier background check and drug screening companies and a key partner of AlphaStaff, will highlight the need, the process and the advantages of proper pre-employment screenings. Presented by Sterling Infosystems.
USCIS updated the I-9 Employment Verification Form on March 8, 2013 and all employers will be required to use the new form starting May 7, 2013. AlphaStaff is here to help! On this webinar we’ll review the I-9 basics and the most common mistakes made in the I-9 process; and how to properly make corrections on the I-9 form.
Presented by AlphaStaff VP of Employment Relations, Carrie Cherveny, Esq.
Finding and selecting the right person to join your company is among the most important business decisions you will make. This webinar will highlight best practices by AlphaStaff, our clients and our staffing partners, in sourcing, screening, assessing and selecting the best candidates available.
Presented by AlphaStaff Director of HR Services, Norm Baker and KeyStaff.
Harassment and Discrimination Prevention Training for California Managers provides a comprehensive and interactive learning experience that satisfies California AB 1825 requirements but also offers practical, real-world strategies for today’s manager.
The state requires that all managers in California complete two hours of harassment training every other year and that new managers complete the training within six months of hire or promotion. Although managers outside of California are exempt from the requirement, it is highly recommended that any manager responsible for employees working in California also dedicate time to this learning opportunity to ensure there is a strong understanding of California’s broad protections for workers and steps that a business and a manager can take to reduce their exposure to risk in this area.
Log in for a basic understanding of California regulations as well as updates on:
• The affirmative obligation
• Personal liability of supervisors
• Updated disability protections
• New protected classes
Presented by Human Resources Account Manager, Rebecca McDonough, CA-SPHR.
We all have our stories of shock and awe – they generally start with “you won’t believe what happened at work today!” – But what can we learn from some of the most egregious events that we experience each day as HR professionals? Learn both preventative and responsive measures from other’s horror stories and also obtain great stories for your next dinner party! Presented by AlphaStaff VP of Employment Relations, Carrie Cherveny, Esq.
With Congress and the President provisioning to continue Extended Unemployment Benefits, and State UC rates so high, does the employer really have any say in how much a business pays in unemployment taxes? The answer is, “Definitely Yes!”
This webinar offers an excellent opportunity for frontline supervisors, managers and HR professionals to learn more about controlling unemployment costs. Presented by AlphaStaff Unemployment Claims Specialists, Chauncey Gainer and Pam Nading.
Healthcare Reform – The State of the Union AlphaStaff
Participants will be brought up to date on implementation of the Affordable Care Act’s provisions. What’s been implemented in 2012 and what’s on the way for 2013 and 2014. Employers will learn about the pre-existing condition, claims and appeals, automatic enrollment and “play or pay” provisions of the law. Presented by Jackson Lewis.
New CA Laws and Regulations Compliance Overview AlphaStaff
As of January 1, 2013, the state of California has added and amended myriad of new laws that affect employers in a number of important and significant ways. Please join us as we review each of these changes and help employers better understand the impact and importance of these changes to their businesses and employees in California. Presented by Human Resources Account Manager, Rebecca McDonough, CA-SPHR
LF Energy Webinar: Electrical Grid Modelling and Simulation Through PowSyBl -...DanBrown980551
Do you want to learn how to model and simulate an electrical network from scratch in under an hour?
Then welcome to this PowSyBl workshop, hosted by Rte, the French Transmission System Operator (TSO)!
During the webinar, you will discover the PowSyBl ecosystem as well as handle and study an electrical network through an interactive Python notebook.
PowSyBl is an open source project hosted by LF Energy, which offers a comprehensive set of features for electrical grid modelling and simulation. Among other advanced features, PowSyBl provides:
- A fully editable and extendable library for grid component modelling;
- Visualization tools to display your network;
- Grid simulation tools, such as power flows, security analyses (with or without remedial actions) and sensitivity analyses;
The framework is mostly written in Java, with a Python binding so that Python developers can access PowSyBl functionalities as well.
What you will learn during the webinar:
- For beginners: discover PowSyBl's functionalities through a quick general presentation and the notebook, without needing any expert coding skills;
- For advanced developers: master the skills to efficiently apply PowSyBl functionalities to your real-world scenarios.
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
State of ICS and IoT Cyber Threat Landscape Report 2024 previewPrayukth K V
The IoT and OT threat landscape report has been prepared by the Threat Research Team at Sectrio using data from Sectrio, cyber threat intelligence farming facilities spread across over 85 cities around the world. In addition, Sectrio also runs AI-based advanced threat and payload engagement facilities that serve as sinks to attract and engage sophisticated threat actors, and newer malware including new variants and latent threats that are at an earlier stage of development.
The latest edition of the OT/ICS and IoT security Threat Landscape Report 2024 also covers:
State of global ICS asset and network exposure
Sectoral targets and attacks as well as the cost of ransom
Global APT activity, AI usage, actor and tactic profiles, and implications
Rise in volumes of AI-powered cyberattacks
Major cyber events in 2024
Malware and malicious payload trends
Cyberattack types and targets
Vulnerability exploit attempts on CVEs
Attacks on counties – USA
Expansion of bot farms – how, where, and why
In-depth analysis of the cyber threat landscape across North America, South America, Europe, APAC, and the Middle East
Why are attacks on smart factories rising?
Cyber risk predictions
Axis of attacks – Europe
Systemic attacks in the Middle East
Download the full report from here:
https://sectrio.com/resources/ot-threat-landscape-reports/sectrio-releases-ot-ics-and-iot-security-threat-landscape-report-2024/
Software Delivery At the Speed of AI: Inflectra Invests In AI-Powered QualityInflectra
In this insightful webinar, Inflectra explores how artificial intelligence (AI) is transforming software development and testing. Discover how AI-powered tools are revolutionizing every stage of the software development lifecycle (SDLC), from design and prototyping to testing, deployment, and monitoring.
Learn about:
• The Future of Testing: How AI is shifting testing towards verification, analysis, and higher-level skills, while reducing repetitive tasks.
• Test Automation: How AI-powered test case generation, optimization, and self-healing tests are making testing more efficient and effective.
• Visual Testing: Explore the emerging capabilities of AI in visual testing and how it's set to revolutionize UI verification.
• Inflectra's AI Solutions: See demonstrations of Inflectra's cutting-edge AI tools like the ChatGPT plugin and Azure Open AI platform, designed to streamline your testing process.
Whether you're a developer, tester, or QA professional, this webinar will give you valuable insights into how AI is shaping the future of 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.
Transcript: Selling digital books in 2024: Insights from industry leaders - T...BookNet Canada
The publishing industry has been selling digital audiobooks and ebooks for over a decade and has found its groove. What’s changed? What has stayed the same? Where do we go from here? Join a group of leading sales peers from across the industry for a conversation about the lessons learned since the popularization of digital books, best practices, digital book supply chain management, and more.
Link to video recording: https://bnctechforum.ca/sessions/selling-digital-books-in-2024-insights-from-industry-leaders/
Presented by BookNet Canada on May 28, 2024, with support from the Department of Canadian Heritage.
Slack (or Teams) Automation for Bonterra Impact Management (fka Social Soluti...Jeffrey Haguewood
Sidekick Solutions uses Bonterra Impact Management (fka Social Solutions Apricot) and automation solutions to integrate data for business workflows.
We believe integration and automation are essential to user experience and the promise of efficient work through technology. Automation is the critical ingredient to realizing that full vision. We develop integration products and services for Bonterra Case Management software to support the deployment of automations for a variety of use cases.
This video focuses on the notifications, alerts, and approval requests using Slack for Bonterra Impact Management. The solutions covered in this webinar can also be deployed for Microsoft Teams.
Interested in deploying notification automations for Bonterra Impact Management? Contact us at sales@sidekicksolutionsllc.com to discuss next steps.
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.
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.
Monitoring Java Application Security with JDK Tools and JFR Events
Social media in the workplace
1. 800 Corporate Drive, Ste 600 Ft. Lauderdale, FL 33334 | 888.335.9545 Toll-Free | alphastaff.com
2013 Webinar Series
Social Media in the Workplace
Thursday: August 15, 2013
Presented by:
2. Simplifying business. Benefiting people.
AlphaStaff Welcomes Our Featured Partner!
2
Jessica Debono Anderson
Attorney At Law
Orlando Office
3. Simplifying business. Benefiting people.
Privacy and Social Media
in the Workplace
• Social media is here to stay.
• Can expose an employer to liability under several legal theories,
such as harassment, discrimination, defamation and invasion of
privacy.
• Steps to protect against legal hazards associated with social
media content, including social media policies.
3
4. Simplifying business. Benefiting people.
What We Will Discuss
•Social networking’s impact on your workplace
•Potential employer liability from social networking
•Using social networking information for hiring and other
employment actions
•Adopting a social media policy
6. Simplifying business. Benefiting people.
Facebook
• Facebook has over 1 billion active users.
• 50% of Facebook users log on everyday.
• Adults online who say they participate in social networking has
increased from 8% in 2005 to 72% in 2013.
• One out of every 7 minutes spent online is spent on Facebook.
• 300 million pictures are uploaded to Facebook everyday.
• 22% of employees visit social networking sites 5 or more times
per week; many admit to logging in while at work.
7. Simplifying business. Benefiting people.
Twitter
• On a busy day Twitter sees about 175 million tweets.
• 62% of Twitter users are in the 18-34 age group.
• Every second 750 tweets are being shared on Twitter.
• Twitter has 140 million active users and sees 340 million tweets
per day.
• About half of the world’s Twitter users are from the USA.
• 55% of Twitter users are females.
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9. Simplifying business. Benefiting people.
Potential Theories of Employer Liability
– As with any business activity, social media creates legal risks.
• Legal claims for harassment, discrimination and retaliation.
• Loss of third party information.
• FTC issues arising from employee blogs. The Federal Trade Commission (FTC)
has promulgated guidelines addressing appropriate online endorsements
(available at http://www.ftc.gov/).
• Loss of company’s confidential information; improper disclosure of
confidential or other protected information.
• Legal claims for invasion of privacy.
• Reporting requirements for child pornography.
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10. Simplifying business. Benefiting people.
Common Questions
• Should our discrimination policies cover on-line activity? — Yes.
• We do not want employees posting all over Facebook, LinkedIn
and Twitter disparaging comments about the company. Can we
prohibit that? — No. Regardless of whether your workplace is
unionized or not, doing so could put you in hot water with the
National Labor Relations Board.
• Some of our managers like to review applicants’ public social
media profiles. Are there any risks? — There can be which we
will discuss.
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11. Simplifying business. Benefiting people.
Common Questions
• It seems a good idea to screen more applicants’ social media
accounts before making offers of employment, so we have
included a place on our job application for the individuals to put
usernames and passwords to all their social networking
accounts. Is this a good risk avoidance strategy? — Probably
not. Many states have passed or are considering laws that
prohibit employers from asking employees or applicants for this
information.
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12. Simplifying business. Benefiting people.
Asking For Passwords
• States with laws banning employers from asking workers for
their user names and passwords for their personal social
media accounts:
12
Arkansas
California
Colorado
Illinois
Maryland
Michigan
Nevada
New Mexico
Oregon
Utah
Washington
13. Simplifying business. Benefiting people.
Common Questions
• Can we at least prohibit employees engaged in social
networking from disclosing all of the company’s confidential
information? — Any prohibition should not be stated broadly,
but should be drafted narrowly to include only information that
would not infringe on an employee’s right to engage in
“protected concerted activity” under the National Labor
Relations Act (which, very generally, is an employee’s right to
commiserate with other workers about working conditions).
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15. Simplifying business. Benefiting people.
Hiring
• There has been no reported increase in failure-to-
hire cases based on information obtained from
social networking sites.
• There is no law that directly prohibits the lawful
use of social networking sites in the hiring
process.
• But there are RISKS.
16. Simplifying business. Benefiting people.
• A search may yield information about an applicant’s protected
characteristics—
– Age, disability/medical information, race, sex, religious beliefs,
pregnancy, sexual orientation, military status, marital status or other
characteristic
• The search may reveal other protected information—
– Workers compensation claims, bankruptcy filings, criminal or arrest
histories, or consumer reports
• Invasion of privacy / Intrusion upon seclusion – get
authorization on application
Risks During Hiring
17. Simplifying business. Benefiting people.
Use of Social Networking Sites in
Employment
• Some states have laws that prohibit employers from considering
off-duty conduct when making adverse employment decisions.
– California, New York, Colorado, Connecticut and North Dakota have
statutes known as “lifestyle discrimination” laws, which ban
discrimination based on legal off-duty recreational behavior.
• An employer could arguably violate these laws by terminating an
employee after discovering from a social networking site that, for
example, the employee was drinking the night before.
18. Simplifying business. Benefiting people.
Lessons Learned
• If you are going to use social networking sites for hiring
decisions:
– Do so consistently
– Rely on job-related criteria (preferably from a job description)
– Make sure to comply with all third-party terms of use agreements
– Make sure candidates are notified, in writing, about the company’s
use of social networking sites to gather information
20. Simplifying business. Benefiting people.
Discipline
•Several scenarios that may prompt an employer to
discipline an employee for his or social media use:
–Illegal web-based activity while at work.
–Employee who spends the majority of his or her time
on-duty on social networking sites or the web.
–Employees who violate social media policy.
21. Simplifying business. Benefiting people.
Legal Constraints
• Employers must consider legal constraints before taking any adverse action:
– Whistleblower statutes
• Federal and state laws that protect employees who complain about
company conditions affecting health/safety or illegal practices.
– Political activities or affiliations
• Many states prohibit employers from regulating employee political activities
and affiliations or influencing employees’ political activities.
– Legal off-duty activity
• Some states protect an employee or applicant’s legal off-duty activities.
22. Simplifying business. Benefiting people.
Legal Constraints (cont.)
– Potential discrimination claims
– National Labor Relations Act
• Affords employees right to engage in “concerted activity,” including the
right to discuss the terms and conditions of employment. Only those
activities that are engaged in for the purpose of collective bargaining or
other mutual aid or protection are covered.
23. Simplifying business. Benefiting people.
Examples of Permissible Discipline
• Newspaper employee terminated following tweet about news
headlines including homicides, several tweets with sexual
content and criticism of an area television station but the
tweets were not shared with co-workers. NLRB found this was
not concerted activity.
• Employee terminated based on a Facebook conversation with a
relative complaining about not getting a raise and working
without tips. He did not discuss the posting with his co-workers
and none of them responded, so not concerted activity.
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25. Simplifying business. Benefiting people.
Use of Social Networking Sites in the
Employment Context:
• Best Practices and Policies
– It is important for companies to integrate social media policies into
the workplace.
– Policies are important to communicate to employees the
expectations the company has in use of social media, and parameters
for usage.
25
26. Simplifying business. Benefiting people.
• Employers need a written policy that governs the use of and
access to the company’s computer system, including electronic
communication devices
• The policy should identify WHAT EQUIPMENT IS COVERED,
including
• Company computer system (hardware and software) and all
company issued electronic devices, including servers, backup
devices, PCs, laptops, cell phones, PDAs, pagers, text
messaging devices
Lessons Learned –
Terms
27. Simplifying business. Benefiting people.
– Policy should identify WHO IS COVERED
• All users of system--any exceptions?
– Policy should identify the LEGITIMATE INTERESTS
advanced
– Employee productivity
– Protect confidentiality
– Protect image and intellectual property rights (logo, copyrighted
material, etc.)
Lessons Learned –
Policy Terms
28. Simplifying business. Benefiting people.
– The policy should identify WHAT CONDUCT IS
PERMITTED
• Identify “acceptable use” of covered systems and
devices
• Clarify Personal use vs. Business use
• Consider corporate culture and other business factors
• Make choice then ensure workers know what, if any,
personal use is permitted under policy
Lessons Learned –
Policy Terms
29. Simplifying business. Benefiting people.
• IDENTIFY PROHIBITED USES of the covered system and devices
– No disclosure of trade secrets.
– No harassment/discriminatory statements or sexual innuendo
about co-workers.
– No violation of any other company policies.
Lessons Learned –
Policy Terms
30. Simplifying business. Benefiting people.
– Policy should clearly express that there is NO PRIVACY
when using any part of the computer system
– Personal communications to third parties are no exception to the “no
privacy” rule
– Consider prohibiting (and blocking) employee access to personal e-
mail accounts from company equipment
Lessons Learned –
Policy Terms
31. Simplifying business. Benefiting people.
• Reserve the RIGHT TO INSPECT EQUIPMENT AND DEVICES used
at or to do work
• Reserve the RIGHT TO MONITOR AND REVEW CONTENT of e-
communications sent or received on or through company
system or devices, as well as internet use
Lessons Learned –
Policy Terms
32. Simplifying business. Benefiting people.
• The policy should notify employees that ANY VIOLATION WILL
RESULT IN DISCIPLINE, up to and including termination
Learned –
Policy Terms
33. Simplifying business. Benefiting people.
• NLRA Considerations in policy language
• NLRB has been challenging employer policies it
considers to be overly broad, in that they restrict
employees from making any “negative” or “disparaging”
statements about employer or terms and conditions of employment.
Developing Appropriate Policies
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34. Simplifying business. Benefiting people.
Examples Of Policies The NLRB Has Found
Violate §7
• Policy prohibiting the release of confidential guest, team
member or company information.
• Policy stating that employees should never share confidential
information with another team member unless they have a
need to know the information to do their job.
• Unlawful because it could be interpreted as prohibiting
employees from discussing and disclosing information regarding
their own conditions of employment, as well as the conditions
of employment of employees other than themselves.
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35. Simplifying business. Benefiting people.
Examples Of Policies The NLRB Has Found Violate
§7
• Prohibiting employees from using any social media that may
violate, compromise or disregard the rights and reasonable
expectations as to privacy or confidential information for any
person or entity.
• Prohibiting any communication or post that constitutes
embarrassment, harassment or defamation of the employer or
its officers, directors and employees.
• Prohibiting statements that lack truth or might damage the
reputation or good will of the employer, its officers, directors
and employees.
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36. Simplifying business. Benefiting people.
Examples Of Policies The NLRB Has Found Violate
§7
• Prohibiting employees from posting about company business
on their personal accounts, anything they wouldn’t want their
supervisor to see, anything that may jeopardize their job,
disclosing sensitive or inappropriate information about the
company, posting pictures about the company and its
employees that could be construed as inappropriate.
• Precluding the disclosure of personal information regarding co-
workers, clients or the company.
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37. Simplifying business. Benefiting people.
Developing Appropriate Policies (Continued)
• Be careful when using the following terms in your policy:
– Disparaging comments
– Disrespectful conduct
– Unprofessional communication
– Negative conversations
– Offensive communication
– Statements that damage the company
– Objectionable comments
– Inflammatory communication
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38. Simplifying business. Benefiting people.
Examples Of Policies The NLRB Has Found Do Not
Violate §7
• Carefully read these guidelines, the company’s Statement of
Ethics Policy, the company’s Information Policy and the
Discrimination & Harassment Prevention Policy, and ensure
your postings are consistent with these policies. Inappropriate
postings that may include discriminatory remarks, harassment,
and threats of violence or similar inappropriate or unlawful
conduct will not be tolerated and may subject you to
disciplinary action up to and including termination.
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39. Simplifying business. Benefiting people.
Examples Of Policies The NLRB Has Found
Do Not Violate §7
• Prohibiting posts that could contribute to a hostile work environment
on the basis of race, sex, disability, religion or any other status
protected by law or company policy.
• Prohibiting use of company email addresses to register on social
networks, blogs or other online tools utilized for personal use.
• Informing associates that they should not speak to the media on the
company’s behalf without contacting the Corporate Affairs
Department.
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40. Simplifying business. Benefiting people.
Examples Of Policies The NLRB Has Found
Do Not Violate §7
• Users may not post anything on the Internet in the name of Employer or in a
manner that could reasonably be attributed to Employer without prior
written authorization from the President or the President’s designated
agent.
• Do not create a link from your blog, website or other social networking site
to the Employer’s website without identifying yourself as an employee.
• Refrain from using social media while on work time or on equipment we
provide, unless it is work-related as authorized by your manager or
consistent with the Company Equipment Policy.
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41. Simplifying business. Benefiting people.
Examples Of Policies The NLRB Has Found Do Not
Violate §7
• Maintain the confidentiality of the company’s trade secrets and
private or confidential information. Trades secrets may include
information regarding the development of systems, processes,
products, know-how and technology. Do not post internal
reports, policies, procedures or other internal business-related
confidential communications.
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42. Simplifying business. Benefiting people.
Implement the Social Media Policy
• Distribute policy to all employees
• Educate employees on why policy is important
• Train employees on rules of social media use
• Periodically update related policies
• Periodically review privacy settings and policies
• Be vigilant and proactive
44. Simplifying business. Benefiting people.
Need Help? Contact Us !
• . Copies of the presentation
hrsc@alphstaff.com
888-335-9545 (Option 8)
Jessica DeBono Anderson
Attorney At Law
(407) 246-8458
Jessica.Anderson@jacksonlewis.com
44
45. Upcoming AlphaStaff Webinar
Please mark your calendars !!!
Date: September 19, 2013
2:00 pm
Topic: Navigating the ‘Bermuda Triangle’ of
FMLA, ADA, & Worker's Compensation