1

Social Media 101

o Facebook

o Twitter

o LinkedIn

o YouTubeo YouTube

o Pinterest

o FourSquare

o Flickr

o Blogs

o Etc!

Social Media Statistics

• Facebook: approx. 850 million users• 2.7 billion likes and comments per day• 250 million pictures uploaded daily

• Twitter: over 465 million accounts worldwide• 11 accounts added per second• 11 accounts added per second 

• YouTube: 1 hour of video uploaded every second

• 4 billion video views everyday• Mobile Internet Access: nearly doubled each 

year since 2009

Source: “100 More Social Media Statistics for 2012”thesocialskinny.com, February 13, 2012

2

Beliefs About Social Media

• Company and reputational risk• Social Media Policies: 40%

• Discipline under policies: 33%33%

• Block of social media: 43%

BUT . . .

Compare that with student and employee beliefs

What Do All the Numbers Mean?

• Regardless of whether you use social media, you need to pay attention to it• Potential legal liability• Potential business losses

Getting “Dooced”

dooced: to lose one’s job because of one’s website

‐ UrbanDictionary.com

3

I started this website in February 2001. Ayear later, I was fired from my job for thiswebsite because I had written stories thatincluded people in my workplace. Myadvice to you is BE YE NOT SO STUPID.Never write about work on the Internetunless your boss knows and sanctions thefact that YOU ARE WRITING ABOUT WORKON THE INTERNET.

‐ www.dooce.com/about

Examples of Social Media Snafus

• Georgia teacher (see photo): FORCED RESIGNATION

• Eagles employee: FIRED• Law student: NOT HIRED• Burger King video: FIRED

Impact on you and me:• Hospital workers: FIRED• Lawyer: MOTION DENIED

Using Social Media to Screen Employees and Applicants

• “Information nation” versus “what you don’t know can’t hurt you”• Employment at will doctrine

4

Invasion of Privacy

• Reasonable expectation• Privacy settings• Student website/blogs

Discrimination and Retaliation

• More information than youwant to know?• Decisions cannot be madeon the basis of protectedcharacteristics like race,color, national origin, gender,age, disability, religion,genetic information orpregnancy

5

Off‐Duty Conduct

•Some states prohibit employers from acting on an employee’s lawful off‐duty conduct

Inaccurate Information

• More than one person with same name• Profile may be forged• Profile may have been created by a competitor

Addressing the Problem

•Be honest• Give background check responsibilities to a trustworthy individual• Retain copies of information prelied upon in making employment decisions• Keep it job‐related• Give employees/applicants a chance to explain

6

Defamation

Freedom of Speech?• Private versus Public Employees• In the private workplace, policiesprohibiting employee social media useon the job are permissible

Fair Labor Standards Act

• Governs wages, including overtime• Beware of supervisor/subordinate communication online

7

Stored Communications Act

• Prohibits accessing, without authorization, “afacility through which an electroniccommunication service is provided . . . andthereby obtain[ing] . . . access to a wire orelectronic communication while it is electronicstorage in such system.”• EXCEPTION: Conduct authorized by a user ofthat service with respect to communication ofor intended for that user

Stored Communications Act (cont.)• Konop v. Hawaiian Airlines

• Pilot’s website• Restricted access

• Pietrylo v. Hillstone Restaurant Group

• Derogatory comments on• Derogatory comments on password protected MySpace account• Violation of SCA found• Minimal damages, but large attorney’s fee award

Social Media and Existing Policies

• Social media activities should be subject to existing policies on:• Confidentiality of trade secrets• Confidentiality of patient information• Prohibiting employment discrimination and harassment• Use of the company’s communication and computer systems

8

Special Harassment Issues

• Doe v. XYZ Corporation•Employee viewed child pornography from workplace computer•Court determined that employer had a duty to investigate and take prompt, effective action to stop the activity “lest it result in harm to innocent third parties”

• Blakely v. Continental Airlines, Inc.• Employers have a duty to stop co‐employee harassment in settings that are related to the workplace

Privacy and the Social Media Policy

•Goal: Reduce employee’s expectation of privacy by notifying employees that information may be accessed• Train employees on rules• Obtain employee acknowledgment of policies• Monitor compliance with rules• Consistent enforcement

Lesson on Privacy Policies

S L i C AStengart v. Loving Care Agency• Have employees sign and acknowledge the policy• Reissue the policy to all employees upon revision and have them re‐sign• Specify the employer’s right to monitor the communications

9

Supervisors and Subordinates as “Friends”?

•Potential problems• Train supervisors on how to handle these issues•Use privacy settings to control p y gaccess•Keep harassment potential in mind

•Professional networking site•Allows individuals to write and receive recommendations•Could be used as evidence in later lawsuit

National Labor Relations Act

• Employees discussing terms and conditions ofemployment online, even on Facebook, can be engaging inemployment online, even on Facebook, can be engaging inprotected, concerted activity under the NLRA• NLRB cracking down on social media policies that limitthese rights• Applies even if you have no union employees• Multiple memos from the NLRB’s Office of GeneralCounsel

10

What Can a  Social Media Policy Say, Per the NLRB?

• Can prohibit communication of confidential information, including health or other information about patients, b b fbut be specific• Cannot prohibit discussion of the company online, as that would encompass terms and conditions of employment (such as wages, etc.), which the NLRB has deemed protected 

NLRB Decision‐Making: Knauz BMW

•Employee complained online about food served at customer event at car dealership•Employee publicized details of car accident involving car dealership

Advantages to Social Media:Pre‐Employment

•Post recruiting information, solicit applications, reach job seekers• Enable potential applicants to learn about the job and the hospital• Use blogs/social networks to “mine” and/or “ t” li t“vet” applicants

•Is the applicant outgoing?•Does the applicant use correct grammar?•What books/activities does the applicant reference?•Number of friends, suggesting social skills?•Comments by friends provide additional insight

11

Advantages to Social Media:During Employment

•Networking to develop relationships•Promoting the hospital’s imageg•Establishing a professional presence•Marketing

THE END!

LYNLEE WELLS PALMER, ESQ.LYNLEE WELLS PALMER, ESQ.GILPIN GIVHAN, P.C.GILPIN GIVHAN, P.C.

3595 Grandview Pkwy., Ste. 4003595 Grandview Pkwy., Ste. 400Birmingham, Alabama 35243Birmingham, Alabama 35243lpalmer@GilpinGivhan.comlpalmer@GilpinGivhan.comp pp p(205) 547(205) 547‐‐5556 (Office)5556 (Office)

STAY UP TO DATE!STAY UP TO DATE!Follow us on Twitter!

@GG_LaborLaw