I had the opportunity to speak today at Wesfacca’s Day of Social Media program. If you’re looking for great information as an in house counsel, I would strongly recommend ordering the CLE materials.
There were a number of issues brought up that were discussed but there were two that I haven’t seen addressed much elsewhere.
Last year, I mentioned that I was growing a bit tired about writing about social media in the workplace.
It’s not that the topic isn’t interesting; it’s just that there isn’t that much new to discuss. For those of us who have been writing about it for years, we’ve seen much of this for a
With all the legislative developments in Connecticut over the last year or so, it’s tough to keep track of all of the changes that your company needs to consider to update your employee handbook and employment policies.
Here’s a (non-exhaustive) list of some of the changes to consider with a link to more information on each of them.
1) For your EEO policies, be sure to add “gender identity” as a protected category. You may also want to consider adding language that your company will not discriminate based on “any other protected category under state or federal law” to protect you.
Continue Reading The Seven Updates To Consider to Your Employee Handbook
Yesterday, I started my recap of the Connecticut Bar Association seminar on social media & employment law that I had the opportunity to speak at.
In today’s post, I’m going to focus on another portion of what NLRB Regional Director Jonathan Kreisberg said at the seminar — something that may impact employers that have
Last year, employers were taken aback when a New Jersey court ruled that an employee did have some expectation of privacy of e-mails she sent to her attorney using work computers. The case, Stengart v. Loving Care Agency became one of the most talked about cases of the year.
Last week, a California court came
In a followup to a post of earlier this week, Windsor Locks and its Superintendent of Schools reached an agreement late yesterday in which the Superintendent agreed to resign in exchange for a six month severance payment (to be shorted if he finds work before the expiration of that severance period.)
The agreement comes
For a few years now, I’ve been describing how social media policies are moving into the mainstream.
No longer can employers simply cover their eyes and ears to what is going on with Facebook and Twitter.
Example No. 592: West Hartford, Connecticut is considering a policy that would place certain restrictions on what school employees say
Early on when writing the blog, I came across an issue that was so exciting to write about that I spent an evening crafting it up. It had links, pictures, and was well-sourced.
But then I discovered that the issue involved a client of the law firm. Uh-oh. It was then that I decided it
While the DC and Baltimore areas continue to struggle with snow, hardy New Englanders are suppose
d to be battle-tested for snow storms. And, for the most part we are. Roads are quickly cleared overall and we realize the importance of parking bans to get streets in passable condition.
Except today, the meteorologists won. Many
Let’s face it: There are still way too many people who think social media and social networking sites are a fad and time-waster.
I mean, how else do we explain the thousands of companies that have strict firewalls at their companies to prevent employees from using these sites.
(And if you think that