+1 212 318 2000
Europe, Middle East, & Africa
+44 20 7330 7500
+65 6212 1000
Social media outlets such as Facebook and Twitter can provide recruiters, employers, and human resources professionals with a lot of useful tools and information but also present a significant risk, Edward Loughlin, a trial attorney with the Equal Employment Opportunity Commission's Washington, D.C., field office, told attorneys attending a workshop Aug. 24.
“[I]f you don't watch yourself, you can really create a giant problem down the road,” Loughlin said at the workshop sponsored by the EEOC Training Institute and the Washington field office. Loughlin said the use of social media in the employment context has “been on the radar screen of the commission for several years now.”
Although it might not be obvious, he said, navigating issues that arise from social media use in the workplace involves EEOC-related topics and “can create an absolute legal mine field for employers.”
Information about employees that would have been unavailable to employers 10 years ago is now potentially accessible via social media, he said. Loughlin added that he would be glad to hear that an employer had refrained from acting on any such information. But merely accessing the information could create “an issue for [a company] down the road when someone files a charge,” he warned.
For example, the attorney said, supposing a job candidate posts information about an early pregnancy on her Facebook page, and a potential employer sees it. If the woman is not hired and brings charges claiming it was because of the pregnancy, the company will have a harder time arguing that the information was not a factor, he said.
Disparate impact also could become an issue in cases where employers only recruit through social media, he noted. For example, users of Facebook are disproportionately under the age of 40, he said, so someone may bring a claim arguing he or she was not considered for a job because of the lack of a Facebook account. “I'm not saying I've seen it yet,” he said. “I'm not trying to alarm people, but this could be a problem.”
Loughlin also reminded participants that although a particular issue may be outside of EEOC's purview, other federal laws may come into play. For example, the National Labor Relations Board “is a giant player when it comes to social media in the workplace,” he said. NLRB recently issued three separate reports regarding social media, he noted (63 BTM 38, 1/31/12; 63 BTM 182, 6/5/12).
Loughlin warned participants to be careful when thinking of instituting policies that would prevent employees from interacting with one another on social media outlets such as Facebook. Although “EEOC doesn't have anything to say about that,” such a policy could run afoul of the National Labor Relations Act, he said.
Loughlin also reminded participants to consider state laws, which might provide coverage for categories of individuals who are not covered by federal law.
Loughlin also addressed employee harassment via social media. He emphasized that although the activity in question may take place over the internet, employers are “dealing with the same types of issues” that occur with in-person encounters. So the same questions need to be asked to determine employer liability, he said.
Loughlin cited Blakey v. Continental Airlines Inc., 164 N.J. 38, in which the New Jersey Supreme Court held that an employer may be responsible for harassment on an electronic message board in certain circumstances (51 BTM 187, 6/15/00).
“We would all probably agree that if an employer allowed this to happen on a [cork] message board in the break room that wouldn't be OK,” he said. “Same thing happens with a virtual water cooler.”
“For whatever reason, we're seeing employers getting very confused” in cases where the harassment or other activity happened electronically, Loughlin said. “Go back to your fundamentals on these issues.”
Loughlin listed some components for employers to include in a social media policy.
“Define the scope and the coverage” of the policy, he said. Additionally, make sure the policy is not “static” because new social media outlets will emerge, he said.
“Again, this is about mitigating risk,” Loughlin said. Employers should figure out how to handle issues before they happen so they are “ready to go” when the time comes.
Some components of the policy should be driven by the nature of the business, he said, noting that some employers may actually encourage the use of social media as part of the job description.
But it might make sense for more “traditional” companies to tell employees to “Facebook on your own time” and refrain from doing so on a work computer, he said. “Again, this needs to be driven by your business. This is not a one-size-fits-all type of thing,” Loughlin said.
Additionally, Loughlin said, advise employees “that if they are using these sites, they're doing it at their own risk, and are going to be personally responsible for the content.”
“Remind employees that if they're the victim of inappropriate conduct, even if it's through social media, to promptly report it to the company,” he added. Avenues of communication should remain open, and employees should be assured they can talk to human resources staff if necessary, he said.
All Bloomberg BNA treatises are available on standing order, which ensures you will always receive the most current edition of the book or supplement of the title you have ordered from Bloomberg BNA’s book division. As soon as a new supplement or edition is published (usually annually) for a title you’ve previously purchased and requested to be placed on standing order, we’ll ship it to you to review for 30 days without any obligation. During this period, you can either (a) honor the invoice and receive a 5% discount (in addition to any other discounts you may qualify for) off the then-current price of the update, plus shipping and handling or (b) return the book(s), in which case, your invoice will be cancelled upon receipt of the book(s). Call us for a prepaid UPS label for your return. It’s as simple and easy as that. Most importantly, standing orders mean you will never have to worry about the timeliness of the information you’re relying on. And, you may discontinue standing orders at any time by contacting us at 1.800.960.1220 or by sending an email to email@example.com.
Put me on standing order at a 5% discount off list price of all future updates, in addition to any other discounts I may quality for. (Returnable within 30 days.)
Notify me when updates are available (No standing order will be created).