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Showing 41 posts in Social Media.

Menacing Social Media: When Your Business is Defamed Online

July 12, 2013
Posted In Crisis Management, Online Defamation, Social Media, Social Media Policies

Social media is a wonderful tool for businesses. In fact, in today’s Internet-reliant society, it is quickly becoming a necessity. More >

Do LinkedIn Endorsements Create a Chink in Professionalism?

July 8, 2013
Posted In Endorsements, LinkedIn, Social Media, Social Media Policies

LinkedIn is touted as the “World’s Largest Professional Network.” A far cry from more personal social media sites like Facebook and Twitter, LinkedIn keeps the emphasis on people’s employment and their professional connections. Consider it like a networking event, only online. Unlike in-person networking, though, LinkedIn enables people to make connections with anyone, anywhere. More >

Social Media & Emerging Employer Issues: Are You Protected?

June 25, 2013
Posted In Crisis Management, Defamation, Freedom of Speech, Internet & Media Law, Social Media, Social Media Ownership, Social Media Policies, Social Privacy Laws

On June 13, Business First and McBrayer sponsored their second Social Media Seminar. The seminar’s precedent, Social Media: Strategy and Implementation, was offered in 2012 and was hugely successful. This year’s proved to be no different. Presented by Amy D. Cubbage and Cynthia L. Effinger, the seminar focused on emerging social media issues for employers. If you missed it, you missed out! But don’t worry, a seminar recap is below and you can find a copy of the PowerPoint slides by clicking here.  More >

Twitter: Little Statements with Big Consequences for Companies, cont.

May 8, 2013
Posted In Employment Law, Human Resource Department, Social Media, Social Media Policies

Earlier this week, I gave some advice on how to protect your business’s Twitter account. The hijacking of a Twitter account can have an incredibly negative impact on your business. If you missed it, review the advice I offered in my earlier post and consider these additional steps. More >

Twitter: Little Statements with Big Consequences for Companies

May 6, 2013
Posted In Employment Law, Online Account Protection, Social Media, Social Media Policies

Twitter is under attack. In recent months, accounts belonging to media giants CBS, BBC, and NPR have all been temporarily taken over by hackers. The Associated Press is the most recent victim. On April 23, 2013, a false statement about explosions at the White House and the President being injured sent shock waves through the Twitter-sphere. The real surprise is the effect the single tweet had in the real world: the Standard & Poor’s 500 Index dropped so sharply moments after the frightening tweet that $136 billion in market value was wiped out. While the hacking of these massive media outlets make headlines, everyday businesses are not safe from the threat, either. In February of this year, a hacker changed the @BurgerKing feed to resemble that of McDonald's, putting the McDonald's logo in place of Burger King's. The hackers posted offensive claims about company employees and practices. If accounts belonging to well-established companies like these are vulnerable, so is yours. If a tweet can have a profound impact on the nation’s stock market, imagine what an ill-contrived tweet could do to your business. More >

Another Facebook Case, Another Lesson Learned, cont.

By Jaron P. Blandford on May 2, 2013
Posted In Employment Law, Gatto v. United Airlines and allied Aviation Services, Hiring and Firing, Litigation, Social Media

On Monday, you learned the basic facts of a new Facebook/employer-related ruling out of New Jersey. How did the court rule? The New Jersey federal court held that the plaintiff’s deletion of his Facebook account during the discovery phase of litigation did constitute spoliation of evidence. The court considered the plaintiff’s action so egregious that it resulted in an “adverse inference” instruction against him at trial. More >

Internet Defamation—What Can You Do When You Are the Target?

December 27, 2012
Posted In Communications Decency Act, Employment Law, Internet & Media Law, Internet Defamation, Social Media, Social Media Policies, Social Privacy Laws

We’ve all seen them.  Anonymous spewing hate-filled, defamatory statements on Facebook and Twitter, as well as in the comment pages of news stories on both local and national news.  The commenters have a certain entertainment value, until you or your business are in their sights.  So what do you do?  The answer is not always so simple, especially when you don’t even know who is speaking. More >

Will a Savings Clause Save Your Social Media Policy?

October 19, 2012
Posted In Employment Law, Internet & Media Law, National Labor Relations Act, National Labor Relations Act (NLRA), National Labor Relations Board (NLRB), Social Media, Social Media Policies

Could a savings clause salvage an otherwise invalid social media policy? Maybe. There is no definitive answer to this question, as savings clauses have been portrayed as both a potential asset for employment handbooks and a non-factor in acting as a loophole for Section 7 of the National Labor Relations Act (NLRA).  Thus, it is important to view savings clauses as one tool in your arsenal and not as a panacea for an overly-broad social media policy. More >

NLRB and ALJ Decisions Continue to Refine Social Media Policy Parameters

October 17, 2012
Posted In Employment Law, Internet & Media Law, National Labor Relations Act (NLRA), National Labor Relations Board (NLRB), Social Media, Social Media Policies

National Labor Relations Board (NLRB)  judgments continue to refine the parameters of the social media policies landscape, offering more insight for employers who are developing policies and procedures that attempt to protect both the company and the employees. Two recent decisions by the NLRB illuminate the legality of social media policies or policies addressing any and all electronic communications. These decisions further set expectations of what is acceptable online behavior by employees, and more clearly define what an employer can and cannot restrict in the language of the policy. More >

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