In my latest post for Maximize Social Business, I summarize and analyze the impact of the public meeting and the issues that the EEOC highlighted. Ultimately, it is refreshing to know that most of the issues brought before the EEOC are ones that I have written about (and counseled my clients on) over the past several years. The EEOC’s interest in these issues, however, should serve as a reminder to employers that social media in the workplace will only raise more issues and pose more risks unless employers are proactive and avoid waiting for the EEOC to come knocking on the door.
How will the new employment laws affect your business?
For 2014, there are a few important new, or changed, employment laws that go into effect that California employers and employees should be aware of. In December 2013, I notified folks on my email distribution list about 12 of the more significant changes in the law. Now, I am happy to post a PDF version of my summary of the laws, and the practical implications of them.
As always, please do not hesitate to contact me to discuss these laws, or any other employment/HR issue.
Happy New Year!
Employees have a right to complain in Facebook discussions, but an employer may avoid liability if the employee is terminated.
Employees have the freedom to discuss and even complain about workplace issues and gripes. In non-union and unionized workplaces, employees are permitted to engage in protected concerted activity for the benefit of each other. Before social media, employees would typically discuss these issues together, in-person. Now, Facebook, Twitter and other platforms have taken the place of the water cooler and break room.
Recently, however an administrative law judge for the National Labor Relations Board determined that one of these employee discussions crossed the line and was not protected activity. This ruling is good for employers. It also reiterates why employees should think twice about being Facebook friends with co-workers, and how unprofessional use of social media can doom employment relationships and lawsuits.
For a more complete analysis of this case, read my latest post titled “Employee Was Properly Facebook Fired” published as my monthly Social Media and Employment Law contribution to Maximize Social Business.
Do you have any employer liability If your employee texts while driving?
Did you know you could be held liable for sending a text that results in a car crash? Typically, victims of car accidents blame the other driver who may have been driving while texting. One Court recently held, however, that even a remote texter could be held liable if the recipient of the text causes an accident.
In my most recent article titled “Beware a New Way Employers and Employees Could Be Liable for Texting on the Job” for Maximize Social Business I analyze that decision and how it may apply to employers and employees who text and/or receive texts on the job.
My article has unexpectedly generated quite a bit of interest. It was chosen as a Top Blog post by CommPRO.biz, and I have received requests for interviews by a CBS radio affiliate. There certainly will be more developments in this area of the law as Courts try to catch up with technology.
A new law went into effect on October 1, 2013 regarding social media password protection in the workplace. Two more laws will go into effect in the next few months, and several more could be passed next year. And, unfortunately, this trend does not appear to be ending anytime soon.
In my recent post for Maximize Social Business, which is creatively titled: “New Password Protection Laws In The Workplace,” I analyze some of these new laws and point out similarities and differences which may cause headaches for multi-state employers. Even single-State employers need to be aware of legislation in other states as well as their own because such laws are spreading quickly around the country. It is never too late to contact me, or another employment law/HR attorney to help your business comply with legal requirements and implement strategies to reduce legal risks so that you can focus on running a successful business.