So, you remember February 2009, right?
We were all aflutter over Liam Neeson in Taken (ok, I still haven’t seen it). And we were listening to “My Life Would Suck Without You” by Kelly Clarkson (still a good song.)
And I had a Blackberry Bold and loved it. (I know; even lawyers can plead temporary
What a great turnout we had on Tuesday for our presentation on addressing the challenges of “going mobile” from a company’s human resources perspective. My thanks to Kris Dunn, the moderator, who put the panel together.
Other speakers were Madeline Laurano of the Aberdeen Group
This afternoon, I’m speaking at Workforce HR’s Techweek Conference on “Going Mobile”. It’s not too late to join us here as it is an online conference.
Oh, and did I mention that it’s FREE. There, got your attention.
One of the topics that I’ll be talking on is the legal risks involved with “going mobile”
When does the workday begin? When does it end?
These were among the questions that the Second Circuit addressed and resolved in an important wage & hour decision last week. The case, Kuebel v. Black & Decker, can be downloaded here.
The court held that an "employee’s commuting time is not compensable as part of
Yesterday, I had the opportunity to speak to a large group at the Connecticut Community Providers Association in Rocky Hill about social media and compliance issues.
The Connecticut Community Providers Association represents organizations that provide services and supports for children and adults with disabilities and significant challenges including people with substance use disorders, mental illness
The New York Times this week published a series of articles revealing studies that showed that drivers who sent text messages were 23 times more likely to get into a collision. Even the casual use of cell phones while driving may increase the risk of accidents.
In light of these reports, what — if
I love my Blackberry Bold. And I know many others that praise the virtues of an iPhone or other PDA device.
But recently
, questions have been raised about the use of these devices by non-exempt employees — in other words, those employees who are eligible to receive overtime. If these employees are reviewing their messages