The New York Times ran an article this week that discusses the U.S. Army's increased use of social media to reach out to recruits. In short, the U.S. Army has launched a mobile application and is increasing efforts to reach out to new recruits via social media, including a Facebook page and a mobile blogging web page. Although I wrote about this development in a previous post, this week's article stood out to me in light of the upcoming Memorial Day holiday.
While change in recruiting tactics is nothing new for the U.S. Army, this story provides an interesting reminder to employers ...
The case involves an employee who, in advance of a meeting with management about working conditions, posted to her Facebook page a coworkers allegation that employees did not do enough to help the organizations clients. The initial post ...
This Week in Review highlights the divide between on-duty and off-duty conduct of employees. Several articles from the last week involve stories about employee use of work computers to check Facebook and personal email, look at pornography, and access confidential medical information. This weeks round-up also features articles addressing the uncertainty faced by employers who attempt to regulate the off-duty conduct of employees. Although a recent NLRB Advice Memorandum upheld discipline of an employee for controversial statements on Twitter, another article asks whether ...
The U.S. Department of Labor has an app for that. On Monday, the DOL announced the launch of its DOL - Timesheet App, for iPhones (click here to download the app on iTunes). The application provides employees with an easy way to keep track of their working time. It also allows employees to add notes about time entries and easily export the entries. There's even a glossary with links to the DOL website, meant to educate employees about their rights under the Fair Labor Standards Act.
Here's what the DOL says about the use of the DOL - Timesheet App:
This new technology is significant because ...
In a consumer products case that will likely have a significant impact on employers and employees who enter into arbitration agreements, the U.S. Supreme Court ruled last Wednesday, April 27, 2011, that the Federal Arbitration Act preempts states from prohibiting enforcement of arbitration agreements that bar arbitration of class action disputes (AT&T Mobility LLC v. Concepcion, Docket No. 09-893, April 27, 2011). In a divided decision, the Court reversed a Ninth Circuit Court of Appeals decision that a class action arbitration waiver in AT&Ts wireless service agreement was ...
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