A Texas court held earlier this month that an employer lawfully fired a paramedic who posted on the Facebook page of a co-worker that she wanted to slap a patient.
But, the plaintiff’s rant isn’t the worst of it.
When warned by a co-worker that the plaintiff’s Facebook post was accessible by the general public, the plaintiff responded — publicly on Facebook:
In the beginning of the year, I wrote here about a federal-court decision, which recognized that LinkedIn connections are not company trade secrets. Earlier this month, that same court, in the same case, was asked to decide whether hijacking an employee’s LinkedIn account may violate the Computer Fraud and Abuse Act (CFAA).
In Eagle v. Morgan, the plaintiff, Dr. Eagle, claimed that her former employer had locked her out of her LinkedIn account for 22 weeks. Thus she was “unable to receive ‘invitations to connect, business opportunities and ongoing communications with clients, potential clients and other business and personal contacts.'”
Look out for that flying pig!!!
No, it’s true. I’ve got proof after the jump…
Last week, CA became the third state to pass a law that bans employers from requesting online usernames and passwords from employees and job candidates. Maryland was the first state to pass such a law; Illinois was the second.
As in the other two states, not only is it illegal to request online information, but also CA employers may not retaliate against anyone who refuses to turn it over.
There are two carve-outs in the CA law to protect legitimate employer interests. An employer may:
It’s been a while since I’ve addressed social media policies and the National Labor Relations Act on this blog. Longer than Kim K’s marriage to what’s his name? Indeed. Methinks things at the National Labor Relations Board have been quiet lately. Maybe a little too quiet.
And then…
Click..click…BOOM! [Cue music]
Earlier this month, for the first…time…evah, the NLRB weighed in on the validity of an employer’s social media policy.
I know. I know. Sit down, catch your breath. This is big stuff! Big stuff!!! Mmmm…double stuf. And speaking of Oreos, have you seen these bad-boys? Who wants to send me a package for Halloween?
Wait! What were we talking about again? Was it fantasy football? Should I start Martellus Bennett tonight?
No, it was NLRB. Dang! What did the NLRB decide about social media policies? WHAT OF SOCIAL MEDIA POLICIES!?!? I won’t keep you in suspense any longer. Hit the jump and find out!
Penn State Kicker Sam Ficken probably had a pretty bad week. Last Saturday, he missed one extra point and four field goals in Penn State’s 17-16 loss to Virginia. After the game, he was deluged with online insults.
Thankfully, his coach, Bill O’Brien, came to his defense.
Obviously, I think it’s absolutely ridiculous. Not just because it’s a 19-year-old college kid. It’s just because, I mean, it’s anonymous in some ways, and in other ways it’s not. But at the end of the day, you know, these guys are really playing hard, giving great effort for us,” O’Brien said. “To go on whatever, Spacebook [sic] or Tweeter [sic], or whatever [and] put stuff on there is just absolutely ridiculous to me and very cowardly, to be honest with you. But that’s just my opinion . . . I don’t know what type of people do that.
Many times on this blog (e.g., here, here, and here), I’ve discussed the discovery of a plaintiff’s social media information in pending litigation. More often than not, these issues arise in personal injury actions where the defendant believes that the plaintiff’s injury isn’t as a severe as he claims it to be. So, it seeks access to plaintiff’s Facebook information where it believes it will find pictures of the plaintiff boozing or frolicking or what-have-you.
Although less common in employment discrimination cases, from time-to-time, social media discovery issues do crop up. I’ll discuss a new one decided late last month and offer some related tips for employers after the jump…
Over the weekend, I heard PSY’s catchy song Gangnam Style for the first time. Coincidentally, I then read this story from Kathleen Miles on the Huffington Post about 14 Gen-Y lifeguards at a city pool in El Monte, CA, who posted this video (below, left) on YouTube spoofing the original “Gangnam Style” music video (below, right).
In response, the City fired the 14 lifeguards for using City property, including the pool and their uniforms, for private use. Sure, the City was within its rights to fire these employees. But, was that the ideal response?
It was bound to happen sooner or later…
Mary Pat Gallagher of the the NJ Law Journal reports here (subscription required) that two NJ defense lawyers face ethics charges after their paralegal allegedly friended an attorney-represented plaintiff in a personal injury case.
Details on the allegations and some takeaways for both lawyers and HR professionals after the jump…
And some of you wonder why I enjoy blogging about HR and employment law.
More after the jump…
(What I won’t do for my loyal readers….)
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