By Eric M. Meyer
Last week, before the Memorial Day weekend, Oregon Gov. John Kitzhaber signed into law a bill which prohibits employers from requiring or requesting that employees or applicants for employment:
By Eric B. Meyer
Employee posts “FIRE ME…Make my day…” on Facebook. And guess what?
Yep.
And not even the Associate General Counsel at the National Labor Relations Board could save this employee. Read more…
I’ve been on LinkedIn since 2004. I use my Ron Burgundy voice and tell people that I’m kind of a big deal, but when it comes to my personal LinkedIn profile, I am a hot mess.
Hold on, I can explain myself.
I am not looking for a job. I don’t want to see you humblebrag on your career. I am just on LinkedIn to spy on you.
But I am different than you. You work in Human Resources (or whatever) and you need to take your professional career seriously. Read more…
By Eric B. Meyer
Over the weekend, Colorado Gov. John Hickenlooper signed a bill making Colorado the eighth state to have a social media workplace privacy law. (The others are Maryland, Illinois, California, Michigan, Utah, New Mexico, and Arkansas).
You can view a copy of the new Colorado law here.
The new law places three restrictions on employers with respect to access of employee and applicant social media accounts: Read more…
Last week I got a call from a telemarketer.
I field dozens of calls from salespeople and potential business partners every week, so this in itself wasn’t an exciting occurrence.
What was interesting, however, was the complete misalignment between the centralized IT purchasing services the gentleman on the phone wanted me to invest in, and the bring-your-own-device (BYOD) policies I promote to my team.
This got me thinking. Not about BYOD in and of itself — I’m a fan, and its benefits have been covered extensively, including most recently here on TLNT by Michelle Smith — but rather about who is responsible for advocating for it. Read more…
By Andrea E.M. Stone
The popularity of various social media channels certainly complicates issues for HR managers these days, creating a need not only for them to remain up to date on the latest technologies but also to ensure that policy manuals are updated to reflect current issues and modes of communication.
Take sexual harassment, for example. Despite all the efforts by various governmental agencies to crack down on harassment and bullying in the workplace, they still exist — and now with a new twist because the harassment is not just physical and verbal anymore; it has evolved into the cyber world. Read more…
As an HR professional, mining Facebook, LinkedIn and Twitter to connect with candidates is likely an integral part of your day.
But similar to you, candidates are relying heavily on social media to learn about potential employers and opportunities, engage in dialogue about jobs, upload profiles and apply to or share positions within their networks. As with consumer experiences, they demand information that is engaging, relevant, targeted, and easy to access.
This participatory environment means HR teams must adapt to ensure their social recruiting processes are designed to help facilitate sharing of content, jobs, and other employment messages to meet these changing expectations among employees. Read more…
By Eric B. Meyer
You see, employment law dorks like me use tools like these to monitor the status of pending employment-law-related bills.
And yesterday, I got a hit informing me that, on Monday, Gov. Chris Christie vetoed this proposed New Jersey bill, which would prohibit employers from requiring employees and candidates for disclosing online usernames and passwords.
Savador Rizzo at The Star-Ledger of Newark summarized Gov. Christie’s reasons for vetoing the bill here: Read more…
The U.S. House of Representatives recently passed the Cyber Intelligence Sharing and Protection Act (CISPA) which helps individuals protect their right to privacy and prohibits an employer from impersonating an employee online when other employees are interacting across social media platforms.
Removed from this bill at the last minute was a provision that would have banned employers from asking job candidates and employees for their social media passwords.
Given the public sentiment on this issue, not to mention the media outcry, this omission is a big surprise to me. Kudos to Congress for not caving to public pressure on this one. Read more…
By Eric B. Meyer
I don’t know much about Arkansas. My knowledge consists of Gennifer Flowers, Wal-Mart, and this handy-dandy iPhone app for harvesting deer. I also hear that the official state beverage is milk.
How about that?
But now I know one more thing: Arkansas has a new social media privacy law, which prohibits an employer from requiring or requesting that a current or prospective employee do any of the following: Read more…
“I have had a chip on my shoulder since 1975 -- but at some point, you let it go. :)”
— lruettimann on SHRM Chicago Insights: Take Criticism Seriously, Not Personally, 1 hour ago
“I will write about politics later. That is important.”
— lruettimann on SHRM Chicago Insights: Take Criticism Seriously, Not Personally, 1 hour ago
“Carol Great article. I really enjoyed your article and how the word engagement has become so overused. . . . ”
— Ellen Einsohn on I’m Getting Really Tired of All the Talk About Employee Engagement, 1 hour ago
“Hi Laurie. I really liked this post. It's good advice for us, and it's good advice for others. Is there . . . ”
— Crystal Spraggins on SHRM Chicago Insights: Take Criticism Seriously, Not Personally, 2 hours ago
“Thanks for not focusing on politics --- your post on the conference is a breath of fresh air!”
— Jacque Vilet on SHRM Chicago Insights: Take Criticism Seriously, Not Personally, 5 hours ago