An employee who was allegedly fired for violating a company’s social media policy is going to have his day in court. And on this blog.
One of the finest employment-law bloggers, Daniel Schwartz, recently marked the eight-year anniversary of his Connecticut Employment Law Blog with a post about the three most notable changes in employment law over that span. Number one was social media.
While for us bloggers, social media presents the lowest-hanging clickbait fruit, its metamorphosis and overall effect on the workplace is undeniable. Social media presents a slew of issues, from hiring (all those state laws on social media passwords) to firing (like the time those Facebook postings bungled an employee’s FMLA claims) and so much more.
The recent uptick in activity on my “fired AND Facebook” Google Alert suggests that individuals with jobs continue to struggle with social media (Exhibit A, B). However, according to a recent survey from the Society of Human Resource Management (SHRM), 65% of surveyed employers found their new hires through social media this past year. LinkedIn was the most popular social networking platform for sourcing job candidates. Indeed, 87% of HR professionals said it was either “very or somewhat important for job seekers to be on LinkedIn.”
But, wait, there’s more…
I tweeted this yesterday, but, lest anyone missed my admonition, I’m giving it its own short post.
Folks, recreating an ISIS beheading and posting the video on Instagram is no way to build trust and workplace camaraderie. That’s an HR pro tip from yours truly.
(h/t The Sun)
Image Credit: “ProhibitionSign2” by GravisZro – Own work. Licensed under Public Domain via Wikimedia Commons.
Last week, CareerBuilder.com released its survey of the most common workplace productivity killers. Three of the top four were cell phones, the internet, and social media. In Wednesday night’s game against the Atlanta Braves, Boston Red Sox third baseman Pablo “Kung Fu Panda” Sandoval hit all three of those.
During a mid-game trip to the bathroom, Panda grabbed his cell phone and “liked” a few pictures of a woman on Instagram.
A sports blogger caught the in-game “like” and exposed Panda on Twitter. Panda later admitted his faux-pas (although, he claims that he meant to like other photos — bruh!). Either way, cell phone use within 30 minutes before game time is against Major League Baseball’s policy. So, Panda rode the pine last night, serving a one-game suspension.
I could on with this story, but, I’ll defer to the PTI guys, Michael Wilbon and Tony Kornheiser, and this amusing exchange.
Image Credit: “Pablo Sandoval (17234905956)” by Keith Allison from Hanover, MD, USA – Pablo Sandoval. Licensed under CC BY-SA 2.0 via Wikimedia Commons.
Forcing job applicants to disclose social media logins and passwords as a condition of employment is so 2013
— kinda like this crappy blog. So, the State of Oregon is this close to becoming the first state to expand its social media workplace privacy law to forbid employers from requiring their employees or job applicants to have personal social media accounts as a condition of employment.
You can read a copy of the bill here.
So far, the bill has made it through both the House and Senate without a single “nay.” And
, Mark Zuckerberg plans to buy Oregon, rename it “Gotcha, Zucka!” and secede from the Union the Governor plans to sign the bill. The new law would only impact social media accounts used exclusively for personal purposes unrelated to any business purpose of the employer or prospective employer and that is not provided by or paid for by the employer or prospective employer.
I understand the good intentions of the bill. Work is work; personal is personal and worlds don’t have to collide. But, consider two points: Continue reading