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HRIS / Technology

It’s time to review your e-monitoring policies

07/27/2010
A long-awaited Supreme Court ruling has reiterated the importance of all employers to draft and enforce a comprehensive electronic communications policy governing how employees can use e-mail, the Internet, cell phones and text services.

May we check an employee message sent from work to his personal e-mail?

07/23/2010
Q. One of our sales managers thinks a salesperson has been e-mailing confidential customer information to his personal e-mail address. Can we review the salesperson’s sent-messages file on the company’s e-mail server to see what he has been sending out?

Can we use GPS cell phones to track employees without telling them?

07/23/2010
Q. Our employees have company-issued cell phones with global positioning systems capabilities. Can we use the GPS to track employees’ movements without telling them we are doing so?

Am I allowed to check social media web sites for information on job applicants?

07/23/2010
Q. Is it OK for me to consider information about a job applicant that I learn by using Google, viewing Facebook pages and reviewing Twitter feeds?

HR lessons learned the hard way: Don’t blindly trust your FMLA software

07/20/2010
As FMLA administration grows more complex, more employers are using software to track it. Most of the time that works fine. But as one employer recently found out, FMLA apps don’t always tell the whole story. Lesson learned: There’s no substitute for doing a hands-on review of employee records.

Text messages and employee privacy: The Supreme Court weighs in

07/20/2010

The U.S. Supreme Court has held that a police department’s search of an officer’s text messages was reasonable and didn’t violate the officer’s Fourth Amendment rights. The court said that even if the officer had a reasonable expectation of privacy in his text messages, the search was motivated by a legitimate work-related purpose and was not excessive in scope.

Retain e-mails after receiving EEOC complaint

07/09/2010

When sued, employers must preserve all evidence in their possession that may concern the lawsuit and its underlying claims. That means that as soon as you receive an EEOC complaint, you should issue a litigation hold directing the retention of all electronic communications, such as e-mails. Don’t let employees make their own decisions about which e-mails they should keep.

Use social networks to your advantage in employment disputes

07/08/2010

I’ve long preached that employees should not enjoy an expectation of privacy in information they voluntarily place on the Internet, including social networks like Facebook. Now according to one federal court in Indiana, it is also fair game for employers to use social networking information when they have to defend against harassment and discrimination lawsuits.

Don’t waste your online recruiting budget: Ask right questions to choose best job sites

06/29/2010

Replacing employees is costly enough without frittering away your recruiting dollars on advertising that either doesn’t reach the desired candidates or results in bad hires. Too many employers take a shotgun approach, placing ads on several sites without obtaining data to help make the right choice. To get the best value for your ad dollars, ask job-board sales reps these questions:

Review e-communications policies in wake of Supreme Court texting decision

06/22/2010
The Supreme Court ruled last week that a police department’s search of an officer’s personal text messages sent via a department-issued pager didn’t violate his constitutional rights. But the court punted on the question of how much privacy employees can expect when using employer-provided gear. The split decision means your policies are more important than ever.