Everything You Ever Wanted to Know About Employment Law
1. Everything You Ever Wanted to Know About
Employment Law
(But Didn’t Want to Pay a Lawyer to Ask)
Mark Toth
Chief Legal Officer – North America
May 16, 2012
2. Today’s
AGENDA
Smartest HR Person in the Universe Competition
All the Latest Developments
Stay Out of Jail To Do List
Employment Law Sing-a-long
Tool Box: $797.8 Billion in Tools & Tips
ManpowerGroup | May 16, 2012 2
3. marktoth.com
@manpowerblawg
ManpowerGroup | May 16, 2012 3
4. Official Disclaimer
The presentation you are about to witness should not
be relied upon or construed as legal and/or medical advice.
Failure to stay awake for the remainder of this presentation
could result in potentially long-lasting side-effects, including
severe disengagement, plummeting productivity, increased
litigation and/or severe gastrointestinal discomfort from
having to do all the work in your company because everyone
else leaves.
Please consult with your own HR and/or Legal departments
before making any major policy and/or procedure changes.
You have been warned.
ManpowerGroup | May 16, 2012 4
5. SMARTEST HR PERSON IN THE UNIVERSE
COMPETITION
ManpowerGroup | May 16, 2012 5
6. LAWSUITS
LAWSUITS
LAWSUITS
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7. According to a recent study, what‟s the
#1 legal headache for U.S. businesses?
A. Environmental regulation
B. Patent protection
C. International contract laws
D. Employment law disputes
E. Lawyers
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8. According to a recent study, what‟s the
#1 legal headache for U.S. businesses?
A. Environmental regulation
B. Patent protection
C. International contract laws
D. Employment law disputes
E. Lawyers
Source: Fulbright & Jaworski
ManpowerGroup | May 16, 2012 8
9. According to the latest data, what are an
employer‟s odds of winning at trial?
A. It is unlawful for employers to win
B. 22%
C. 48%
D. 68%
E. 88%
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10. According to the latest data, what are an
employer‟s odds of winning at trial?
A. It is unlawful for employers to win
B. 22%
C. 48%
D. 68%
E. 88%
Source: Jury Verdict Research
ManpowerGroup | May 16, 2012 10
11. What hit record highs last
year?
A. EEOC complaints
B. EEOC recoveries
C. EEOC class actions
D. EEOC mediations
E. EEOC love notes from employers
F. All of the above except “E”
ManpowerGroup | May 16, 2012 11
12. What hit record highs last
year?
A. EEOC complaints
B. EEOC recoveries
C. EEOC class actions
D. EEOC mediations
E. EEOC love notes from employers
F. All of the above except “E”
Source: EEOC
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13. What‟s the #1 most
common discrimination
claim?
A. Age
B. National Origin
C. Race
D. Retaliation
E. Sex
ManpowerGroup | May 16, 2012 13
14. Retaliation is #1
1. Retaliation (36,258)
2. Race (35,890)
3. Sex (29,029)
4. Disability (25,165)
5. Age (23,264)
Source: EEOC
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15. Which of the following is most likely to
result in a humongous class action?
A. I-9 violations
B. OSHA violations
C. FMLA violations
D. Wage and hour violations
E. Doing business in California
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16. Which of the following is most likely to
result in a humongous class action?
A. I-9 violations
B. OSHA violations
C. FMLA violations
D. Wage and hour violations
E. Doing business in California
ManpowerGroup | May 16, 2012 16
17. How Much Will YOU Pay?
$100K - $1M+:
$0 - 50K: $51-100K: Big pattern
1 plaintiff + 1 plaintiff + $1M: +/or
no horrible horrible Pattern +/or reeaaallllllllly
facts facts horrible horrible
(32%) (28%) facts facts
(39%) (1%)
ManpowerGroup | May 16, 2012 17
Sources: EEOC, Jury Verdict Research
18. More More
More enforcement: up for third straight year
More Suits: 1 / 5 has 50+
More Big Suits: 4 / 10 have suit seeking $20M+
More Investigations: 91% expect increase or stay same
More Costs: median spend up 40% to $1.4M
ManpowerGroup | May 16, 2012 18
19. What‟s New? Supremes‟ Greatest Hits
Pro-employee
• Retaliation Expanded
• Beware the “Cat’s Paw”
Pro-employer
• Nationwide Class Action Restricted
• Churches Don’t Have to Hire Atheists
• Class Waivers Are OK (Or Are They?)
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20. What‟s Next? More More More
Even More Enforcement
Even More Class Actions
Even More $$$
Big Targets:
• Systemic
• Wage and Hour
• Inflexible Leave
• Pregnancy/Caregiver
• Exec Misconduct
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22. True or False?
None of the laws
that apply in the
real world apply in
the social media
universe and
therefore I can
completely lose my
mind and
absolutely anything
goes.
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23. Same old laws …
Non-discrimination
Adverse impact
FCRA
GINA
NLRA
Negligent Hiring
Off-duty Conduct
Arrest & Conviction Record
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24. Same old test …
job- job-
related related
job-
related
ManpowerGroup | May 16, 2012 24
25. Latest Stats: Employees
62% “couldn’t live without the Internet”
53% would rather lose nose than Facebook
48% would swap pay for SM access
29% access X-rated sites
28% have posted work-related photos
22% have posted/tweeted about a co-worker
21% would turn down a job if unsocial
Sources: Cisco, Pew Research Center, McCann WorldGroup, Nielsen, DLA Piper
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26. Question: How do those about to enter
the workforce rank the following in order
of importance?
A. Social Activities, Romance, Music, Internet
B. Internet, Social Activities, Romance, Music
C. Music, Social Activities, Internet, Romance
D. Romance, Internet, Music, Social Activities
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27. Question: How do those about to enter
the workforce rank the following in order
of importance?
A. Social Activities, Romance, Music, Internet
B. Internet, Social Activities, Romance, Music
C. Music, Social Activities, Internet, Romance
D. Romance, Internet, Music, Social Activities
Source: Cisco
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28. Latest Stats: Employers
73% do no SM training
68% monitor internet activity
58% say SM benefits outweigh risks
56% block access to some sites
45% use SM to screen
31% have disciplined for postings about employer
25% have disciplined for excessive SM use
19% ban SM
Sources: SHRM, Clearswift, DLA Piper, Cisco
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29. What Are Employers Really
Using?
95% LinkedIn
58% Facebook
42% Twitter
29% Professional/Association Sites
3% MySpace
1% Foursquare
1% Second Life
6% Other
Source: SHRM
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30. What Are Employers Really
Finding?
35%: Bad Stuff 18%: Good Stuff
• 53% inappropriate photos/info • 50% good personality
• 44% drugs/alcohol • 39% strong qualifications
• 35% disparaging comments • 38% creative abilities
• 29% bad communication skills • 35% good communication skills
• 26% discriminatory comments • 19% valid references
• 24% lies about qualifications • 15% awards/accolades
Source: Mindflash
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31. Which of the following is NOT
an actual employee tweet?
A. “Hate my job!! I want to tell my bosses how dumb they are and
how meaningless this job is, then quit, and be happy!”
B. “So my job was to test all the food at the new restaurant, can I
just say, ughew. I’m going to taco bell.”
C. “Smoking weed at work is so [expletive] great”
D. “I’m really bummed that I’m working today, I asked off so I could
study but my boss is a [expletive] who can’t read.”
E. “I am working really hard right now and feel very fortunate to
have a job.”
ManpowerGroup | May 16, 2012 31
32. Which of the following is NOT
an actual employee tweet?
A. “Hate my job!! I want to tell my bosses how dumb they are and
how meaningless this job is, then quit, and be happy!”
B. “So my job was to test all the food at the new restaurant, can I
just say, ughew. I’m going to taco bell.”
C. “Smoking weed at work is so [expletive] great”
D. “I’m really bummed that I’m working today, I asked off so I could
study but my boss is a [expletive] who can’t read.”
E. “I am working really hard right now and feel very fortunate to
have a job.”
ManpowerGroup | May 16, 2012 32
33. Stay Out Of Court Basics
Know the Law
Adopt a Reasonable Policy
Consistently Enforce It
Consider SM Agreements
Don‟t Intercept, Steal or Deceive
Train Searchers + Managers
Monitor But Don‟t Overreact
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34. Search Checklist
Be Consistent
• All candidates or certain categories/departments
• Same phase of interview process
Designate Searchers
• One employee, small group or 3rd party
• Not hiring manager
Limit Scope
• Job-related, job-related, job-related
• Restrict to certain approved sites
• No age, race, religion, disabilities, genetics or other
protected info
ManpowerGroup | May 16, 2012 34
35. Search Checklist
Disclose
• Notify candidates that may use SM
• Include on applications and other documents
Document
• Consistent process
• Note legitimate job-related reasons for not
hiring
• Follow document retention policies
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37. 10 Essential Elements
Tie to Vision + Handbook + Code
Set Clear + Reasonable Expectations
Define SM Brooooooooadly
Protect Trade Secrets/Confidentiality
Clarify Who Owns What
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38. 10 Essential Elements
No Disparagement/Harassment
Respect Copyrights
NLRA Disclaimer
Duty To Report Violations
“Up to and including discharge”
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39. SM Policy Starter Kit
Sample Policy
Other Fortune 500 Policies
SM 101 Articles
Latest From the NLRB
ManpowerGroup | May 16, 2012 39
40. MEDICAL
MEDICAL
MEDICAL
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41. Is the U.S. Workforce STRESSSSSED Out?
81% of HR: more tired than ever
80% of medical expenses stress-related
60% increase in sedentary jobs
40% sleep-deprived
33% “chronically overworked”
32% increase in workweek
25% nap @ work
1 in 25 bosses is a certified psychopath
Sources: Business Week, Gallup, American Psychological Association, Business Week, Families and Work Institute, Centers for Disease
Control and Prevention, The Journal of Science, Wake Forest University, National Safety Council
ManpowerGroup | May 16, 2012 41
42. More Stress = More Lawsuits
The Bottom Line: $200-$300B lost each
year due to stress-related
absenteeism, burnout, decreased
productivity, WC claims, turnover and
insurance costs.
The Lesson: Be nice to your employees.
Source: National Safety Council
ManpowerGroup | May 16, 2012 42
43. What‟s true about the ADAAA?
A. It’s easier to establish a covered “disability”
B. Mitigating measures can’t be considered
C. Episodic or remission conditions are covered
D. Individualized assessments are required
E. Rigid leave policies will get you in trouble
H. All of the above
ManpowerGroup | May 16, 2012 43
44. What‟s true about the ADAAA?
A. It’s easier to establish a covered “disability”
B. Mitigating measures can’t be considered
C. Episodic or remission conditions are covered
D. Individualized assessments are required
E. Rigid leave policies will get you in trouble
H. All of the above
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45. Bob is normally a responsible, quiet employee. One
day, however, he shows up two hours late and acts
“obscenely happy, wearing make-up, avoiding eye
contact, continuously rubbing his legs and touching
everyone.” He also does a “crazy monkey arm dance”
and begins “twirling and talking gibberish, flying around
in the office in a hyper state.” Then he leaves.
What do you do?
A. Fire him for inappropriate workplace behavior
B. Do a crazy monkey arm dance in his honor until he returns
C. Drug test him
D. Give him a chance to explain his behavior
ManpowerGroup | May 16, 2012 45
46. Bob is normally a responsible, quiet employee. One
day, however, he shows up two hours late and acts
“obscenely happy, wearing make-up, avoiding eye
contact, continuously rubbing his legs and touching
everyone.” He also does a “crazy monkey arm dance”
and begins “twirling and talking gibberish, flying around
in the office in a hyper state.” Then he leaves.
What do you do?
A. Fire him for inappropriate workplace behavior
B. Do a crazy monkey arm dance in his honor until he returns
C. Drug test him
D. Give him a chance to explain his behavior
ManpowerGroup | May 16, 2012 46
47. Which of the following increase your chances of
getting sued under GINA?
A. Asking about family medical history
B. Terminating an employee after a positive test
C. Commingling medical and other information
D. Not adopting the EEOC’s “safe harbor” language
E. Discriminating against employees named Gina
F. All of the above except “E”
ManpowerGroup | May 16, 2012 47
48. Which of the following increase your chances of
getting sued under GINA?
A. Asking about family medical history
B. Terminating an employee after a positive test
C. Commingling medical and other information
D. Not adopting the EEOC’s “safe harbor” language
E. Discriminating against employees named Gina
F. All of the above except “E”
ManpowerGroup | May 16, 2012 48
49. An employee comes into your office at 4:59
on a Friday and informs you that he suffers
from multiple medical conditions, including
“work-induced narcolepsy,” “spontaneous
combustion syndrome” and “episodic
cubicle-confinement hyper-grumpiness.” He
demands several accommodations, including:
(1) a portable I.V. hooked up to an espresso
machine, (2) a fire extinguisher mounted to
his head; (3) three-and-a-half weeks off each
month and (4) your office.
If you have time to make only one call, to
whom should it be?
ManpowerGroup | May 16, 2012 49
51. Today‟s Format
What‟s New?
Record # of Claims
Final ADA Rules
Leave Policy Scrutiny
OFCCP 7% Proposal
New Vet Disability and Diploma Guidelines
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52. Today‟sSuits
Big Format
$20M for Inflexible Leave
$8M for No Accommodation, Retaliation
$3M for No Accommodation, Retaliation
$2.6M for No Accommodation, Retaliation
A $1.39 Bag of Chips is Cheaper Than a Lawsuit
ManpowerGroup | May 16, 2012 52
53. Today‟s Format
What‟s Next?
Don‟t Be Inflexible
“Presumed” Disabilities
Interact, Interact, Interact
Accommodate, Accommodate, Accommodate
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57. What's New? The Latest
"Class Action Crescendo" Continues
Violations in 73% of Actions
DOL Timesheet App
IC "Amnesty"
Jail for Violators
Don't Mess with HR
ManpowerGroup | May 16, 2012 57
Sources: Department of Labor, Seyfarth Shaw
58. What's Next? Hot Spots
IC Classifications
OT Classifications (especially Administrative)
Work @ Home
Pre-shift “Work” (Donning/Doffing, Logon/Logoff)
ManpowerGroup | May 16, 2012 58
59. What's Next? Hot States
California
Illinois
Massachusetts
Minnesota
New Jersey
New York
Pennsylvania
Washington
ManpowerGroup | May 16, 2012 Source: Seyfarth Shaw 59
60. UNIONS
UNIONS
UNIONS
ManpowerGroup | May 16, 2012 6060
61. True or False: The NLRB only has
jurisdiction over unionized companies.
A. True
B. False
ManpowerGroup | May 16, 2012 61
62. True or False: The NLRB only has
jurisdiction over unionized companies.
A. True
B. False
ManpowerGroup | May 16, 2012 62
63. In addition to Facebook firing cases, what else
has the NLRB been busy with in recent months?
A. Approving giant inflatable protest rats
B. Creating new union rights posters
C. Passing new union election rules
D. Reversing decisions to make it easier to unionize
E. All of the above and much much more
ManpowerGroup | May 16, 2012 63
64. In addition to Facebook firing cases, what else
has the NLRB been busy with in recent months?
A. Approving giant inflatable protest rats
B. Creating new union rights posters
C. Passing new union election rules
D. Reversing decisions to make it easier to unionize
E. All of the above and much much more
ManpowerGroup | May 16, 2012 64
65. What‟s New?
"Ambush" Election Rules
Bigger Than the Supremes?
Union Rights Posting (Or Not)?
Fun with Facebook
ManpowerGroup | May 16, 2012 65
66. Facebook Firings
Don‟t discipline for
Be especially wary of
comments about wages
group comments
or work conditions
OK (maybe) to discipline Review policy to make
for comments unrelated sure not overbroad
to work conditions or out-of-date
ManpowerGroup | May 16, 2012 66
76. Employment law can be easy
If you listen you surely won‟t fail
We wrote you this song
So please sing along
If you don‟t
You could end up in jail
ManpowerGroup | May 16, 2012 76
77. Enforcement action‟s expanding
And so is the NLRA
And the ADAAA
Isn‟t going away
Get to know them now
Don‟t delay
ManpowerGroup | May 16, 2012 77
78. Remember this song
And you‟ll never go wrong
Yes we wish you the best
On your journeys
You‟ll stay out of court
And you won‟t have to pay no attorneys
ManpowerGroup | May 16, 2012 78
79. Don‟t put things off „til tomorrow
Yes investigate right away
Don‟t procrastinate
And don‟t retaliate
Or the more you will have to pay
ManpowerGroup | May 16, 2012 79
80. Technology may give you headaches
The feds they may knock on your door
But if you prepare
Be consistent and fair
They won‟t ever bug you no more
ManpowerGroup | May 16, 2012 80
81. Remember this song
And you‟ll never go wrong
Yes we wish you the best
On your journeys
You‟ll stay out of court
And you won‟t have to pay no attorneys
ManpowerGroup | May 16, 2012 81
82. 82
If your brain‟s too full to remember
All the stuff we just covered above
There‟s one simple word
That sums up what you heard
Love, Love, Love, Love, Love, Love, LOV
E!
ManpowerGroup | May 16, 2012 82
83. Remember this song
And you‟ll never go wrong
Yes we wish you the best
On your journeys
You‟ll stay out of court
And you won‟t have to pay no attorneys
ManpowerGroup | May 16, 2012 83
84. marktoth.com
@manpowerblawg
ManpowerGroup | May 16, 2012 84
This will not be your typical lawyer blah blahblah presentation. This is a no-holds-barred, fight to the finish white knuckle death cage competition-o-rama. The first thing we’re going to divide this room into 2 teams who will compete for valuable prizes. Name ‘em.
Tool Box available on Blawg today. Cheat sheets on every major law, sample SM policy, termination tools, interview checklist, even a handy glossary to the EL alphabet soup.Really want you to get your money’s worth today.
Here’s our official blog address where you can find the Tool Box plus this PPT plus a whole lot more.And where to find me on Twitter. At tables should have sign up sheet for our bi-weekly “Stay Out of Jail” EL Alerts where we try to boil all the latest happenings in the EL universe onto a single page. If not, you can sign up on the Blawg.
Because I’m a lawyer, I have to start w/some legalese. Here’s our official disclaimer …The presentation you are about to witness should not be relied upon or construed as legal advice. For specific information on recent legal developments, particular factual situations or the effect of a particular law, the opinion of qualified legal counsel should be sought. Failure to stay awake for the remainder of this presentation could result in potentially long-lasting side-effects, including litigation headaches, recurring nightmares and/or severe gastrointestinal discomfort from having to spend too much time with lawyers.And please pleaseplease consult with your own Legal and/or HR departments before making any major changes.In other words, you can’t sue me, ManpowerGroup or anyone else based on anything you hear today. You have been warned.
OK, ready to get started? To get the competitive juices flowing, we’re going to start off with the time-honored sports tradition of the wave. But this is not just any wave. This is a competitive wave. Whichever team does it the most enthusiastically will start off our competition with 5 special bonus points. Demo (whee!).
Start with my personal favorite category. Lawsuits lawsuitslawsuits. No better place to start than with actual facts of who’s suing whom for what and how much. Great reality check for just how much you should be afraid and why.
Nearly 100,000 cplts filed with EEOC. Most in 45-yr hx.
First time ever. Overtook race.
Anyone here do any biz in CA? My legal advice? MOVE.
Here’s a handy chart we put together based on the latest EEOC data, jury verdict research and other sources.If you have a single P and no horrible facts (which could include anything from an exec perpetrator, to really lewd allegations, to no policy or training or no investigation or a physical assault and/or retaliation), expect to pay anywhere from $0 to 50 thousand to settle. That’s 32% of the cases out there.If you have a single P with some horrible facts, expect to pay $51-100K. 28% of the cases.Expect to pay between $100K to 1 million for any systemic case and/or horrible facts. The more you have of either, the closer you’ll be to the million mark. 39% of cases.Million-plus cases are those with a BIG pattern and/or realllly horrible facts. Only 1% of cases.
So, to sum up what’s NEW on the lawsuit front, it’s two little words: MORE MORE. There’s:More enforcement. Govt continues to commit unparalleled resources to enforcement. Up for 3rd straight year.More lawsuits: 1 out of every 5 companies has more than 50 pending EL disputes.More big lawsuits: 4 out of every 10 large companies has at least one suit seeking $20 million or more.More investigations: a whopping 91% say they expect investigations to increase or stay the same this year with only 9% anticipating a decrease.And more costs: the median litigation spend was up 40% in the past year, to $1.4 million.Yikes. (That’s a legal term.)
On the more pro-employee side of things:Court extended Title VII’s retaliation protection to significant others as well as internal complaints.Cat’s Paw. Anyone explain. Supremes OK’d the cat’s paw theory of liability which basically says that an innocent employer who uses an unbiased investigator can still be held liable for the discriminatory animus of a supervisor. The message: Don’t have evil supervisors.On the more pro-employER side:First one, the much ballyhooed Dukesv WalMart case was HUGE for employers. Basically, the Court ruled that to have a nationwide class action you have to have a truly nationwide claim. For example, if you have a national, uniformly applied testing policy or other company-wide evaluation method that’s truly discriminatory, a national class might work. But where regional or local managers can exercise some discretion which is almost always the case, a national class isn’t appropriate. Employers rejoiced but it doesn’t mean the end of CAs, just unfair national ones. Could actually mean more regional, state or local Cas, which some are seeing as we speak.The next item is hot off the presses. In itsfirst EL case of 2012, the Court decided that if you run a religious organization you don’t have to hire an atheist as a minister. Pretty logical.And last, the Court said it was OK for employers to require employees to waive class action rights in arbitration agreements. Employers again rejoiced and started signing up EEs for arbitration but now the NLRB appears to have trumped: ULP. SCT again. 3-2So, if you’re keeping score, it was 3-2 in favor of employers at the Supreme Court in the past year.
So, what’s next? More MoreMORE. Even more enforcement, class actions and litigation costs are projected in 2012.
Unfortunately, that’s exactly what we see. [Cite recent examples.]
In other words, pick the best qualified candidate based on the job’s essential functions. Do that, you’re fine. Don’t, you’re not.
Blizzard of stats that change virtually every day. Think SM isn’t changing things fast? (Read ‘em quickly.)
Here’s a question based on a recent survey (read) …
If you’re under the age of 22, the Internet apparently beats listening to music, getting together w/friends and even dating. Wow. As the parent of 20-year-old twins, I’m officially concerned for the future of our world.
Employer stats are fascinating and fast-changing, too. (Read ‘em.)Last # more than doubled worldwide vs. last year. More than twice as many companies banning SM than a year ago.
Changing approximately every 0.3 seconds.Have a rsbl policy that doesn’t violate the NLRA AND consistently enforce it. Will talk about how to build a policy that fits your company in a moment.Practically everybody’s got one by now but almost no one enforces it.Consider SM agreements, esp for bloggers. Case a few weeks involving a company called PhoneDog in which dispute arose over who owned a departed employee’s 17,000 twitter followers: company or departed tweeter? Er in that case won temporary victory (on appeal) but why mess around? Have policy and signed agmt saying owned by co. and that all passwords, etc. relinquished at end of empt.Educate team BEFORE there are issues.
Again, Be ConsistentTreat applicants equallyApply searches to ALL applicants or at least specified categories or departmentsUse at the same phase of the interview process to ensure consistencyDesignate Searchers who actually know what they’re doingChoose one employee, or a very small group or a neutral 3rd party that’s trained in how to do thisPlease don’t use the hiring manager – they might discover all sorts of things you wish they hadn’tLimit the Scope of the searchAs always, the focus should be job-related, job-related, job-related. If it’s not, don’t do it.Of course, don’t search or consider any protected informationAnd restrict searches to certain approved sites
Disclose – tell applicants if you’re going to use SM to screen on applications, etc.And document documentdocument -- the consistent process, the legit biz reasons for not hiring and then retain those docs consistent with your retention policies and never ever destroy evidence.
Deep thought. Don’t just adopt SM policy found online. 1 size mosdef doesn’t fit all.If overbroad, could run afoul of NLRB rules.
Living breathing doc. Don’t let it die.
We’re killing our employees. Literally. One of the worst stories in this regard was out of CA, where QUOTE “a county worker’s lifeless body sat slumped over her desk for hours, but no one noticed that she had died until the next day.” Wow. What’s the world coming to?
Allegations included that the Plaintiff was required to be on call QUOTE “from the earliest waking hour, for being responsive to the slightest need throughout the day, and for addressing spontaneous, random matters in the middle of the night” as well as QUOTE “maintaining the availability of defendant's personal supplies, ensuring the availability of chosen outfits, ensuring the promptness of a towel following a shower and serving as a personal alarm clock to keep defendant on schedule.” So, who was that alleged offender?And please don’t treat your employees like that.
It’s scientifically proven. Study after study shows that workers who feel valued by their employers are more engaged,better team players, more productive and — as an added bonus — waaaaaaaaaaaaaaaay less likely to sue. In fact, a study someone forwarded me just yesterday found that 87% of employees want a company “that truly cares about the well being of its employees” whereas only 66% said a high salary was very important.So … Want fewer lawsuits? LOVE your employees. Want fewer unions? LOVE your employees. Want less government regulation and investigation? LOVE your employees. Want more engagement, productivity, retention AND profit? LOVE your employees. Things are pretty rough out there. Treat everyone around you the way you’d like to be treated – with dignity,respect … and LOVE.It’s really that simple.
It’s scientifically proven. Study after study shows that workers who feel valued by their employers are more engaged,better team players, more productive and — as an added bonus — waaaaaaaaaaaaaaaay less likely to sue. In fact, a study someone forwarded me just yesterday found that 87% of employees want a company “that truly cares about the well being of its employees” whereas only 66% said a high salary was very important.So … Want fewer lawsuits? LOVE your employees. Want fewer unions? LOVE your employees. Want less government regulation and investigation? LOVE your employees. Want more engagement, productivity, retention AND profit? LOVE your employees. Things are pretty rough out there. Treat everyone around you the way you’d like to be treated – with dignity,respect … and LOVE.It’s really that simple.
Know the law. Keep coming to our webinars and visiting our humble little Blawg. Please.Focus on Key Priorities. Tackle these before you tackle anything elseFirst, if you’re aware of a known violation, fix it now.Next, address any potentially systemic issues, especially wage and hour in the areas listed on your screen.Then, make sure your medical leave policies aren’t of the rigid inflexible variety like we discussedAnd then make sure you have a solid technology policy and training that is consistently enforcedAlways investigate and document ALL claimsBeware the newly expanded retaliation rulesPlease pleaseplease use our Tool Box, filled with lots of good stuffIf you really want to make it simple, here’s this entire presentation in one little word …
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As always, thanks so much for your time and input. We really appreciate it!