On MLK Day, with a few of my co-workers and my four-year-old son, I performed community service. We went to a local center and spent a few hours making peanut butter sandwiches to feed the homeless.
Actually, we spent a half-hour or so making sandwiches. Most of us spent the remainder of the time continuing to make sandwiches, while my son ate peanut butter.
Win-win.
The king is dead. Long live the king!
Teens are beginning to drop Facebook like a bad habit; instead, taking advantage of messaging apps like What’sApp, Snapchat, and Instagram to social network.
According to a GlobalWebIndex study highlighted in this Forbes article from Haydn Shaughnessy, “from Q2 2012 to Q3 2013 the percentage of active users among 16 – 19 year olds fell from 62% to 52% (these are active users in the sense of having contributed content), and among 20 – 24 year olds fell from 63% to 52%.”
Ah, it was a good year at the ole Handbook.
Total web traffic was up over fifty percent from 2012. And average time per visit was down over 20%, which is fine by me. I pad my important stats, while discouraging loitering.
And we got our first visitor from Uzbekistan. And the fifth most common search phrase that brought visitors to the site was “Kenny Powers.”
Back in October, I blogged here about Ms. Cook, an Idaho school teacher who lost her job after her employer learned about a photo on her Facebook page that showed her boyfriend touching her chest. (Oh, fine, here’s the pic) What made this story unique — yeah, I know, teacher getting in trouble on Facebook is fast approaching “death and taxes” status — is that the female teacher’s boyfriend, also taught at the same school. He was not fired; merely disciplined. Well, according to this story from Jimmy Hancock at the Idaho State Journal, Ms. Cook should be getting her job back soon: The panel further noted that the lack of a social media policy afforded Ms. Cook little guidance as to what the school considered online behavior that could cost her her job. So, use Ms. Cook’s situation as a wake-up call to implement/revise your social media policy. Remind your employees that certain online conduct — even on their own time — could cost ’em their jobs.
A grievance panel has determined that former Pocatello High School girls’ basketball coach Laraine Cook should again be allowed to work as a teacher and that she should be rehired as the girls’ basketball coach for the 2014-2015 season….Addressing the firing, the panel said it should be rescinded and considered a suspension without pay from the time of the termination until the time of the panel’s decision.
It doesn’t end well for the PR Exec. Just so we’re clear.
Click through to read the full story…
Yesterday, We Know Next, the muscle-bound social media arm of the Society for Human Resource Management, hosted a NextChat session on Twitter.
Oh, you don’t know NextChat?
NextChat is a one-hour session on Twitter, which runs every Wednesday from 3-4 PM EST on a topic du jour — that’s the soup of the day — affecting HR.
Each NextChat features 8 questions posed to an HR influencer. During theNextChat, other Twitter users may tweet along using the hashtag #nextchat, or simply follow along by searching for the #nextchat hashtag.
This week, the HR influencer was moi. (Go figure). The topic: HR’s 2013 Performance Review.
If you missed yesterday’s NextChat, check out all great tweets after the jump…
It’s been a while since we’ve discussed discipline for employee Facebook behavior. So, let’s go over some basics. Generally speaking:
- one employee, griping alone on Facebook about his employer, can be fired; but
- two employees, complaining together on Facebook about their employer, cannot be fired.
Over the weekend, I read this article about Laraine Cook, a girls basketball coach at a high school in Idaho, who lost her job, apparently after her school learned about a photo on her Facebook page that showed her boyfriend touching her chest.
What struck me as interesting is that Ms. Cook’s boyfriend is also her co-worker, varsity football coach Tom Harrison.
And what struck me as even more interesting is that, while Ms. Cook lost her job, Mr. Harrison was merely disciplined.
This according to a CareerBuilder.com survey (here) released last week.
Of the 2,775 hiring managers polled, almost half (48%) responded that employers will use Google or other search engines to research candidates. Nearly the same number (44%) will research the candidate on Facebook. Just over one quarter (27%) will monitor the candidate’s activity on Twitter. 23% will review the candidate’s posts or comments on Yelp.com, Glassdoor.com or other rating sites.
The survey cites these statistics as a way to encourage job seekers to keep their online personas clean from digital dirt. So, I’ll take a different approach and offer some tips for employers:
One social media-related post in October. One may be good enough for the Red Sox — eat it, Detroit — not here.
So, with a little help from my friends, I’ve got three stories on the the impact that the technology in the workplace has on litigation proceedings.
Over at the Technology & Marketing Law Blog, Venkat Balasubramani writes here about a recent decision in which a court found that a passenger’s social media rant against and airline employee may not have been defamation, but it was enough to create a claim of “false light.”
The Employer Handbook Blog