Category Archives: Technology

THE HUNTING OF THE FACEBOOK “LIKE” BEWARE THE CONCERTED-ACTIVITY BOOJUM

“For, although common Snarks do no manner of harm, Yet, I feel it my duty to say, Some are Boojums –.”  So goes the warning in Lewis Carroll’s 1876 poem The Hunting of the Snark.  In the poem, a hunting party pursues the harmless Snark but is warned along the way that some Snarks are actually highly dangerous Boojums.  If one meets a Boojum, he will “never be met with again!”  At the conclusion of the story, one member of the crew believes he has found a Snark and calls out to his friends – but when they arrive, they find that he has vanished without a trace, “For the Snark was a Boojum, you see.”url Read More »

BIOMETRIC TIME KEEPING

Facing an increasing amount of wage and hour liability these days, employers are considering every feasible method to track employee time accurately. Believe it or not, that includes biometric systems.  Indeed, as a replacement for traditional time card machines, biometric systems offer employers numerous benefits. Of course, they present accompanying risks and pitfalls, too. 350-804776-847__1

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DATA BREACHES-A NEW TOPIC FOR COLLECTIVE BARGAINING?

The NLRA requires employers whose employees are represented by a union to maintain the employee’s existing terms and conditions of employment and to negotiate with the union before implementing any changes to those conditions. Even fundamental changes in the business itself, which are exclusively the prerogative of management and not subject to bargaining, will give rise to a bargaining obligation over the effects of those decisions on unionized employees.Data-Breach-300x225

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How the Need for a B.Y.O.D. Policy can make human resources BEGIN to YEARN for the OLDEN DAYS

Human resources used to be so much simpler than it is today. In the olden days, most HR professionals just worried about which payroll deductions to withhold, how to keep track of vacation, and whether there was an attendance problem in the workplace.  Now, all the key issues in HR are bigger and more complicated, with a lot at stake.  Are your employees properly classified as exempt or non-exempt?  Is there any way on earth to avoid a retaliation claim?  How do I control what my employees are saying about the company on Facebook? 

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WANT TO BE A WAGE AND HOUR PLAINTIFF? THERE’S AN APP FOR THAT

This little corner of cyberspace has devoted ample screen acreage to the impact smartphones and other mobile communication and media devices have on the workplace.  The proliferation of those handy pieces of technology requires it and demands employers’ attention as well.  Just last week, Apple announced its App Store surpassed 15 billion downloads to its 200 million iOS devices around the world.  Earlier this spring, Google announced it had activated the 100 millionth Android device with those users downloading in excess of 4.5 billion apps.

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TO TWEET OR NOT TO TWEET: AN OPINIONATED AND ONLINE EMPLOYEE’S DILEMMA (AND AN HR HEADACHE)

The far reaching impacts of social media on the workplace have garnered significant attention from this blog – and rightly so.  The constant appearance of employee use of Facebook and Twitter on the newswire demands that attention.  And we’re not just talking about employees in low profile, private-sector positions here either, folks.

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PERSONAL TEXTING ON EMPLOYER-OWNED DEVICES MAY BE AYOR “AT YOUR OWN RISK”

The long-anticipated cage match between technology and the law took place last week, and Round One went to employers. While it wasn’t a full and complete KO, employers at least received some guidance from the U.S. Supreme Court in City of Ontario, California v. Quon as it relates to an employee’s use of and privacy in employer-owned and provided communication devices.

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THE TEN COMMANDMENTS OF DRAFTING A SOCIAL NETWORKING POLICY

You’ve probably heard this “fact”: if Facebook was a country, it would be the fourth largest country in the world! Web 2.0 has infiltrated every aspect of our lives, including the workplace. As a result, most lawsuits in which employers become mired are fraught with electronic data issues. To guard against a wide range of legal claims, as well as reap the benefits of a global marketplace, many employers are instituting social networking policies. But, as with any policy, a social networking policy must be carefully drafted to meet your business needs. With that, I introduce to you the 10 Commandments of drafting a social networking policy: