It is this time every year, as I am wrapping things up over at “social media and employment law blog” central, that I am reminded of that election campaign more than twenty years ago when Bill Clinton coined the phrase…
What can your company take away from allegations of pornography?
Did the NLRB just say “case dismissed”?
To like or not to like – Can we renew the question?
Are you going Gaga over paying your employees?
Can an employer discover whether its employee is taking breaks on Facebook?
Can an employer require employees to wear only company logos, and forbid employees from taking pictures of company logos?
If an employee’s Facebook post can reasonably support an adverse job action, does it matter how the employer acquired the post?