WTH were you expecting? HR compliance?
Psyche!
Hit my music, son…
…and then hit the jump, because DJ E-$killz is on the one and two, mixing beats with some of the best that the HR blogosphere has to offer.
Beleeeeeeeeeee dat! It’s the Carnival of HR, yo…
So, yeah, in cased you missed it, yesterday, was part one of a gripping two-part series about how employees who share XXX at work tend to get the short-end of the litigation stick should they later decide to sue their employers.
Your employees view pornography. Well, some of them do.
I know this may be a shock to some. And if you are one of those people, and you run a business in one of the mid-Atlantic states, give me a call. We should talk sometime. Then, I’ll hit you over the head with a proverbial tack-hammer.
Until then, over the next two days, I’ll address two recent examples of where nekkid pix caused employees to lose lawsuits against their former employers. The first case — an age discrimination matter — follows after the jump
Thank you to everyone who voted for The Employer Handbook as one of the ABA Journal’s Top 100 law blogs. They also drank the Kool-Aid listened and the blog made the top 100! I am truly honored.
Now, top 100 is great and all, but I want to be Number 1. And here’s how you can help in three easy steps:
If you read this blog, then I trust you read other HR/Employment-law-related blogs. And, if you do that, prepare for a December-deluge of “Ten Tips for a Safe, Fun, and Legal Holiday Party.”
Screw all that! Ten tips is so last year.
*** Big dork say “what” ***
“What! What!” After the jump, I’ve collected 72 ways to hold an office holiday party that won’t interfere with you ending the year on an HR high-note…
Yesterday, the National Labor Relations Board gave a glimpse into how it plans to change the way your workplace may become unionized. Details follow after the jump…
According to this recent SHRM survey, only 18% of companies have used social media to screen job candidates. Most cite the legal risks of screening candidates as the reason for not implementing a social-media background check.
While a social-media background check may not be useful in certain instances, I can imagine many situations in which a company would benefit from checking up on candidates online before filling a job opening. Heck, consider that 89% of employers plan to use social media for recruiting this year.
Have I piqued your interest? After the jump, I’ll offer some suggestions about how your company can safely run a social-media background check…
Two weeks ago, I was in Las Vegas at the Advanced Employment Issues Symposium, presenting on using social media to make hiring decisions. If you would like to obtain a copy of my presentation, just head on over to our Facebook fan page, “like” us, and download it.
After the jump, I want to touch upon one of the hotter topics we discussed. That is, just what are those red flags that employers should be looking for should they choose to use social media to background-check job candidates?
Back in September, I joked that the National Labor Relations Board (NLRB) was on the verge of disbanding.
(Ok, maybe it wasn’t “ha! ha!” funny. Just work with me here, will ya?)
How does this blog post relate to gridlock in Paris and a red circle? Hella-existential, I’d say…
What is this? A broken record?
Yesterday, I blogged about a recent NY appellate decision in which the court held that an employee who had sued her employer would have have to turn over her Facebook postings that related to the case.
Today, we head south down 95, and then west to Franklin County, PA, where a state court judge recently explained, in far greater detail than in the NY opinion, why employees have no reasonable expectation of privacy in their Facebook posts. (Not coincidentally, everything is done better in PA than in NY. Inferiority complex, much? Yep.)
I’ll break it down — the decision, not my complex — after the jump…
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