Articles Posted in Social Media and the Workplace

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I’ve been slacking, folks.

Not since November have I blogged about a defendant’s motion to compel a motion to compel an individual’s social-media content. Since then, several more Pennsylvania courts have weighed in on this burgeoning area.

I’m sorry to each and every one of you. I have let you down. Will you ever stop judging forgive me?

Oh, let’s kiss and make nice. I’ll get you caught up on the social-media-litigation goings-ons after the jump…

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Yesterday, we looked at a recent federal-court decision to determine whether LinkedIn connections are considered trade secrets. Today, after the jump, we look at whether your business has any protectible interest in a LinkedIn account that you create and maintain for your employees.

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Over the past several weeks, you probably read about this case involving a company suing one of its former employees whom it alleges misappropriated a Twitter account and, along with it, 17,000 Twitter followers that the company believes it owns. A video about the case follows below:

https://www.youtube.com/watch?v=3hV2lCnG5VA

A fight over LinkedIn connections.

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As the year draws to a close, let’s take a look back at the most popular posts at The Employer Handbook in 2011, based on number of hits:

5. Social media and the workplace. School teacher Natalie Munroe made several appearances on the blog this year. Remember her? She was the blogging school teacher who wrote that her students were “utterly loathsome in all imaginable ways.” Although, Ms. Munroe eventually returned to work, her experience is a sound reminder to always think twice before hitting “send.” You can read the fifth-most-popular post, “Yes, you CAN discipline employees who abuse social media” here.

4. I’m a poet and I don’t even know it. I’m not sure what inspired the fourth-most-popular post. It must have been a slow news day. How else do I come up with the idea to Haiku — verbing a noun, sorry — about recent employment-law decisions from the U.S. Supreme Court?

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I’m taking the day off. I think I deserve it.

So, after the jump, we have a guest post from Angelita Williams. Angelita writes on the topics of online courses. She welcomes your comments at angelita.williams7@gmail.com.

(BTW – If any of you lovely readers are interested in guest posting here at the ol’ Handbook, email me).

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Is there anything that Twitter can’t do?

*** Twitter, make me a sandwich! ***

Anyway, after the jump, news of three congressional aides who could use a job, a mixed-martial artist whose bosses don’t appreciate tweets about “rape vans,” and a convicted murderer on death row who is going to get a new trial because of a juror’s tweets…

 

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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…

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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?

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BroadmoorRecordRuin

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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