Yesterday afternoon, Shaquille O’Neal (@Shaq) put an end to an illustrious 18-year NBA career in a single tweet:
As I type this post — during the second intermission of the Stanley Cup Finals — the hashtag #ShaqRetires is still trending on Twitter.
So, the question is, would you ever use social media to announce your retirement?
Last week, I reported that a Pennsylvania state court had ruled that a plaintiff did not have to provide access to her Facebook page during discovery by accepting a “friend” request from defense counsel. That same week, another Pennsylvania state court was asked to resolve whether a plaintiff’s “privacy rights” would trump a defendant’s request to access the plaintiff’s Facebook and MySpace accounts to discover facts relating to the plaintiff’s claim for damages.
Pennsylvania has become a hotbed of social-media-discovery litigation. Who knew?
I break down the latest decision, which I predict will be a “go-to” for defendants and courts alike, after the jump.
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Hey all! As I promised last night on Twitter, I’ve got nothing left in the tank for this blog post after watching my beloved Bruins defeat the hated Habs in overtime of Game 7 last night.
So, I’ll keep this short and sweet.
After the jump, I answer a question that many HR folks in Pennsylvania have asked me? Do we have to give employees access to their personnel files upon request?
The Employer Handbook is looking for a few quaaludes guest bloggers.
If you think you have the chops to write a few hundred words on an employment-related topic of interest for businesses — especially those in PA, NJ, or DE — then
Last month, the Montana Supreme Court opined that using marijuana “to kick off a day of working around grizzly bears” is “ill-advised to say the least and mind-bogglingly stupid to say the most” because “grizzlies are equal opportunity maulers, without regard to marijuana consumption.”
WTF?
I could go on, but you will have more fun reading this recent decision about an employee who smoked pot before his job at a bear park (surrounded by electrical fencing), got bit by a bear (of course), and petitioned for workers’ compensation benefits (and received them).
The EEOC has been running this radio spot in Baltimore, Maryland:
“In connection with the class race discrimination lawsuit, the U.S. EEOC is looking for black individuals who applied for employment at or used to work for McCormick and Schmick’s or M&S Grill at the Inner Harbor. If you applied to work, or worked at either restaurant, please call the EEOC at 410-209-2208. Again, 410-209-2208.”
If you were M&S, what would you do? M&S got creative and sought an emergency order from a Maryland federal court to stop the advertisement.
Did it work? Find out, after the jump.
Warner Brothers officially fired Charlie Sheen from Two and a Half Men and #TeamSheen commenced its world search for the first #TigerBloodIntern. You can read the job listing here. What does it take to be a #TigerBloodIntern? #TigerBlood (of course). And you must be all about #Winning. The right candidate is expected to be “proactive, monitor the day-to-day activities on the major social media platforms, prepare for exciting online projects and increase Charlie’s base of followers.”
So what can employers learn from this?
What do a foot of snow and a compassionate employer have in common? Find out after the jump.
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