They Like Me! They Really Like Me! . . . But So What?

Posted by Molly DiBiancaOn September 23, 2012In: Social Media in the Workplace

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What is the value of a Facebook Like? A federal court in Virginia recently held that a Like does not have constitutional value, insofar as it is not speech for the purposes of the 1st Amendment. Many commentators disagree with that decision, which, not surprisingly, has since been appealed.

But what about the commercial value of a Facebook Like? Last month, a federal court in Michigan weighed in on this question. The case involved two nail-polish vendors, Lown Cos., LLC, and the unfortunately named Piggy Paint, LLC. Piggy Paint had 19,000 Likes on its Facebook page when it was taken down as a result of a trademark-infringement complaint that Lown filed with Facebook.

Piggy Paint was peeved.

Piggy Paint sued Lown, alleging a claim of tortious interference with business expectancy. The court, however, did not recognize the power of the Like and concluded that there was no immediate way for Piggy Paint to convert its Fans into customers. Particularly, the court noted that the page "did not offer any means of placing orders or doing business." As a result, the court found, Piggy Paint had not shown that it had lost any business and the alleged business expectancy was "too indefinite to form the basis of an actual expectation of business."

So, what say you, dear readers? Do Facebook fans have "real" commercial value? Or is it too difficult to estimate what value, if any, our Likes actually have?

Lown Companies LLC v. Piggy Paint LLC, No. 11-cv-911 (W.D. Mich., Aug. 9, 2012).

See also Your Tattoo Says A Lot About You, Constitutionally Speaking

EEOC Announces Plan for Class Warfare

Posted by Molly DiBiancaOn September 22, 2012In: EEOC Suits & Settlements

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Why should employers care about what the EEOC has on its to-do list for the next four years? Well, you've heard the phrase, "keep your friends close and your enemies closer," right? Kidding, just kidding, people! Geez!

But, seriously. The EEOC is working on a revised draft of its Strategic Enforcement Plan (SEP) for 2012-2016 and employers should pay close attention. The SEP offers employers important insight into the priorities of the EEOC. So don't look a gift horse in a mouth. exercising their rights constitute systemic barriers to the legal system.

Class Warfare is EEOC's Top Priority
Okay, so maybe this is an overly dramatic way to describe the EEOC's top priority. So sue me. As termed by the EEOC, "System Initiative" translates roughly to a continued focus on class litigation intended to eradicate several types of systemic discrimination:

1. Hiring. The SEP identifies class-based hiring discrimination as a main focus, including discriminatory pre-employment tests, background screening, and date-of-birth screening.

2. Protection of "immigrant, migrant, and other vulnerable workers." Particular areas of focus in this regard include disparate pay, job segregation, harassment, trafficking, and discriminatory-language policies.

3. "Emerging Issues" identified in the Draft Plan include:

a. ADA Amendments Act issues

b. LGBT coverage under Title VII sex discrimination provisions

c. Accommodating pregnancy when women have been forced onto unpaid leave after being denied accommodations routinely provided to similarly situated employees.

4. Preserving Access to the Legal System. This is the big one, folks. There are two components to this initiative. Both should get your attention.

a. Prioritization of the investigation of retaliation claims. Not only is retaliation the most commonly asserted claim but it is also the most difficult to defend. Per the SEP, the EEOC believes that retaliation is a barrier to justice because it discourages employees from exercising their rights. (Hard to argue with that, really).

b. "Systemic barriers" to justice. Think, "settlement and severance agreements." The EEOC says that "overly broad waivers" and releases that unfairly discourage employees from exercising their rights constitute systemic barriers to the legal system.

Implementation
The EEOC does not envision the Plan as a one-size-fits-all approach. To the contrary, it will require that each District develop a District Complement Plan to the SEP by March 29, 2013. These localized Plans are to identify how that particular Office will implement the SEP priorities, as well as identify its own local enforcement priorities.

N.J. Facebook Privacy Law Moves Ahead

Posted by Molly DiBiancaOn September 20, 2012In: Social Media in the Workplace

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New Jersey's Facebook-Privacy law was released today by a Senate committee. The bill, like the laws passed in Maryland, Illinois, and California would bar employers from asking employees for information about their social-media accounts. Employers had shown support for the bill except for the provision that creates a private right of action against an employer who violates the law. The laws previously passed do not expressly provide that an employee may bring suit for a violation.

The committee also passed a similar bill that would prohibit colleges from requiring students for their social-networking-site passwords. Delaware was the first and, thus far the only, State to pass a password-privacy law applicable to academic institutions.


Delaware Court of Chancery on Workday Distractions

Posted by Molly DiBiancaOn September 19, 2012In: Privacy In the Workplace

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Delaware's Court of Chancery is renowned as the country's premier venue for business litigation. Law students across the nation are, at this very moment, reading a seminal case in a corporate-law textbook written by the Court of Chancery.

For the uninitiated, there are two critical things to know about the Delaware Court of Chancery. (For a real lesson on the Chancery Court, check out the blog, Delaware Litigation, written by Francis Pileggi and Kevin Brady. Francis tipped me off to the case I'm discussing today.) First, it is a court of equity. At the most basic level, this means that the rulings of the Chancellor and Vice-Chancellors are based on principles of fairness. In other words, they have far-ranging power to award relief. Second, the Court is known for issuing opinions with a literary flare of sorts.

In a 79-page decision issued yesterday, the Court lived up to all of these laudable traits. And the case is, at its roots, an employment-law case, to boot. The decision addresses breach-of-contract claims brought by an employee against his former employer and the employer's counter-claims based on the same contract. The Facts section of the decision starts with this:

Just as its lovely harbors are crowded with their expensive, less than fully utilized vessels, so are southern Connecticut's towns filled with wealthy money managers. This case is about the falling out between two of them.

The falling out in question arose when the employer, an investment manager, discovered that, over the course of about a month, the employee had emailed himself many of the employer's documents, which he planned to use once he started a new (and competing) venture. The Court found the employee liable for this conduct but what really caught my eye were the words of warning contained in a footnote:

A word of caution here. I recognize that the principle set forth above is not one that most of us can claim that we have adhered to with fidelity 100% of the time in our working lives. Section 8.05 of the Restatement (Third) of Agency should not be read in a nonsensical, Stalinistway that allows employers an easy excuse to sue or penalize faithful employees for human behavior that does not diminish the effectiveness of the employer in any way. Phones get used for personal phone calls, work copiers get used to make a few copies of necessary personal documents, computers get used to plan vacations, etc., because employees have lives and families. But so too do employees' own computers, paper, and resources get used for work benefiting their employers.

Fascinating, right?! Of course, the Chancellor is right. What knowledge worker today doesn't use his personal electronic equipment for the benefit of his employer? In fact, I am writing this post from my "personal" iPad, which is to the benefit of my firm.

I think, at its essence, the Court's message is this: Employers should not be encouraged or rewarded for suing their employees for de minimis detours along the path of loyal employment. Readers may recall from a prior post that an employer who brought suit against an employee for the employee's use of Facebook during working time did not fare well.

Seibold v. Camulos Partners LP, C.A. 5176-CS (Del. Ct. Ch. Sept. 17, 2012).
See also Delaware Noncompete Law Blog for more on the Delaware Court of Chancery's rulings that impact employment law.

Legal Ethics Social-Media Lessons for Employers

Posted by Molly DiBiancaOn September 17, 2012In: Purely Legal, Social Media in the Workplace

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Legal-ethics issues in social media is probably my favorite subject. If that makes me an uber dork, so be it. Last week I had the pleasure of speaking on this topic to the Richard K. Herrmann Technology Inn of Court here in Delaware. And, on Friday, I'll be heading to Charlottesville to present on the topic at the Virginia Bar Association's Conference on Labor Relations and Employment Law, which I am looking forward to immensely.

Despite my interest in the subject, I don't often post about legal ethics here because it doesn't directly relate to employment law. Today's post, though, is an exception to that self-imposed rule. And, because you're indulging my side interests, I'll return the favor and tie the lesson of the story back to employment law. There are three recent cases that got my attention.

Lesson 1: Know What Your Subordinates Are Doing On Your Behalf
The first case involves two New Jersey defense lawyers who are charged with violating the rules of ethics. The lawyers' paralegal is alleged to have friended the plaintiff in one of the firm's cases. The allegation arose after the lawyers asked "very specific" questions at the plaintiff's deposition, which indicated that they had somehow had access to the non-public portions of the plaintiff's Facebook profile. The defendant later supplemented its discovery responses with Facebook pages from the plaintiff and the plaintiff's friends.

The plaintiff filed an ethics complaint in which he alleges that a paralegal working for defense counsel friend him to get access to his non-public profile. The lawyers are reported to deny any knowledge of the paralegal's conduct. This does not immunize them from discipline, though. The rules of ethics impute liability for the acts of non-attorney agents to the attorney for whom they work.

One of the reasons that I find this case so interesting is that, in my opinion, it was bound to happen. Although several bar associations around the country (including Philadelphia), have issued advisory opinions that explain that friending a represented person would likely violate the rules of ethics, I still think it is just a matter of time before we see more cases involving similar conduct.

So what's the HR takeaway? Well, here's one: know what your HR staff is doing and how they're doing it. You may be surprised to find how many people in HR (and supervisors generally), conduct online searches of job applicants prior to an interview. Surprise or not--you and your organization will be on the hook for the conduct of your staff. But you won't know until you ask.

See Mary Pat Gallagher's article, When 'friending' is hostile, Daily Report on Law.com

Lesson 2: Be Aware of "Friendly" Conflicts
The second case comes from Florida, where a judge has been disqualified from a case because he was Facebook friends with the prosecutor. Florida has a rule that judges may not be Facebook friends with attorneys who will appear before them due to the potential appearance of impropriety. Whether you agree with the outcome of his case or not, employers--particularly HR professionals and supervisors--should again consider the propriety of being Facebook friends with direct reports. Sometimes it's not just whether there is a conflict; sometimes problems arise just from the perception of a conflict.

See Venkat Balasubramani's post at the Technology & Marketing Law Blog.

Lesson 3: You Can Breach Confidentiality Via Facebook
Our third case also comes from Florida, where a 31-year-old public defender has been terminated as a result of a picture she posted on her personal Facebook page. Specifically, the photo was of her client's leopard-print underwear. She took the picture when a corrections officer was inspecting the garment. Her client's family had brought the underwear and other clothes for him to wear to trial.

The client had requested new counsel on several occasions but was denied. Someone saw the picture and reported it to the judge presiding over the trial. The judge ordered a mistrial and the attorney was immediately filed.

There are multiple lessons to be learned from this story but I'll keep it to just one. People continue to believe that what they post on Facebook "stays on Facebook." This is simply not true. And the sooner we learn this, the better. Consider using this story as a "teaching moment" for your employees.  

See Martha Neil's article at ABA Journal

3d Cir Confirms EEOC's Broad Subpoena Power

Posted by Molly DiBiancaOn September 17, 2012In: EEOC Suits & Settlements

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The EEOC's subpoena power is broad. But just how broad has been the subject of debate in recent years. On September 14, 2012, the Third Circuit Court of Appeals issued an opinion that definitely falls on the "broad powers" end of the spectrum.

The case, EEOC v. Kroger, involves allegedly discriminatory assessment tests used by Kroger as part of its hiring process. The tests were created by a company called Kronos, Inc. The district court ruled that the EEOC could not subpoena materials from Kronos that did not directly relate to the test it had developed for Kroger.

The EEOC appealed the decision and the 3d Circuit overturned it. The 3d Circuit ruled that Kronos had to produce such documents "even if not directly linked to Kroger" because they could "reveal that the assessment had an adverse impact on disabled applicants or they could assist the EEOC in evaluating whether Kroger's use of the test constituted an unlawful employment action."

Two points to note from this case. First, the general dangers associated with assessment tests used for hiring. Employers are on the hook for tests that they do not create. The entity that the employer hires to create valid tests may be a credible, legitimate authority but, at the end of the day, it's not that company's problem when the employer is sued.

Second, this case presents yet another example of the aggressive litigation tactics employed by the EEOC. The Charge that initiated the litigation was filed in June 2007--more than 5 years ago. Yet, here we are, reading an appellate court opinion on discovery issues. (This, by the way, is the second time a discovery decision was appealed to the 3d Cir.). Once the EEOC pulls the litigation trigger, there's virtually no way to get it to back down.

See also:
What Does "Good Faith" Mean for the EEOC?
When the EEOC Goes Too Far
When the EEOC Goes Too Far, Part II

Sticks 'n Stones May Break Your Bones, But Workers Can Defame You

Posted by Molly DiBiancaOn September 12, 2012In: Social Media in the Workplace, Union and Labor Issues

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The NLRB continues to whittle away the ability of employers to manage the operations of their businesses. In the past two years, the NLRB and its Acting General Counsel have issued a slew of opinions and advisory memoranda in which they've proclaimed various workplace rules to be in violation of the NLRA. Many of the rules they've found to be unlawful have been standard issue in workplaces around the country for many years. And many employers (and employers' lawyers) believe that the NLRB's interpretation of the Act is alarmingly overbroad.

The latest decision that threatens the workplace as we know it was issued last week, on September 7. In Costco Wholesale Corporation, Case 3A-CA-012421, 358 NLRB No. 106, Chairman Pearce and Members Griffin and Block overturned the ruling of an Administrative Law Judge. There were several workplace rules at issue in the case but the one of particular interest to me read as follows:

[S]tatements posted electronically . . . that damage the Company, defame any individual or damage any person's reputation, or violate the policies outlined in the Costco Employee Agreement may be subject to discipline, up to and including termination of employment.

When I read that prohibition, I am inclined to give it a pretty high grade. What I like most about the provision is that it requires actual harm to occur. It does not prohibit employees from engaging in social-media in a way that may cause harm or that may damage the reputation of the company or others. It requires that some harm actually occur before a violation will be found.

Alas, the NLRB and I apparently use a different grading scale because the Board found that the policy was, indeed, overly broad in violation of the Act. The Board's analysis, as it always does, turns on whether the policy would reasonably tend to chill employees in the exercise of their Section 7 rights.

The Board found that this policy would chill such speech because its "broad prohibition" clearly encompasses concerted communications protesting the company's treatment of its employees. In other words, the NLRB concluded that employees would likely construe the rule as prohibiting them from speaking negatively about the Company.

So how could the rule be fixed? Well, the Board implied that there may be two ways to improve it, if not correct it entirely. First, the Board indicated yet again that disclaimer language may have saved the policy. If there had been some language explaining that the rule did not apply to protected activities, that may have helped. (No guarantee, of course, nor was there any sample language provided).

Second, the Board indicated that the rule should have been limited to acts that fall outside the protections of the NLRA, such as conduct that is "malicious, abusive, or unlawful." I could almost laugh out loud at this suggestion. Almost.

In my opinion, a policy should never hinge on intent. Who's to say what the "real" reason is when an employee posts a negative comment about his employer? Maybe it's malice. Maybe it's stupidity. Maybe he's having a really bad day and just wants to take it out on somebody or something other than himself. Who knows? Not me and, I suggest, not his employer. Let's not play Backseat Psychic, shall we? Leave the intent-based restrictions to my colleagues who practice criminal law.

If there's one thing I'd give the NLRB, it's consistency. If a workplace rule attempts to regulate employees' online activities, it's a safe bet that the Board is going to be skeptical of it, at the least. Even if the rule prohibits employees from harming their employer, the Board may find it to violate the NLRA. Harm away, employee. Harm away.

Your Tattoo Says a Lot About You, Constitutionally Speaking

Posted by Molly DiBiancaOn September 12, 2012In: Public Sector

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Tattoos are intended to convey a message. Whether it's an old-school-style pinup girl or the modern favorite "tribal language," the tattoo bearer, presumably, gets inked because of the message that it conveys. Perhaps the message is meant only for the tattoo bearer but perhaps it is intended for those who see it. Maybe it's a combination of both.

momtattoo.jpg

Either way, residents of Arizona now have a First Amendment right to send a message via permanent body art, according to the Arizona Supreme Court. Last week, the court ruled last week that tattoos are a form of protected speech. In reaching its opinion, the court looked to an earlier decision by the 9th Circuit, which held that a tattoo is pure speech and that the act of tattooing is expressive activity.

The case was remanded to the Maricopa County Superior Court, which will decide whether the city has the authority to regulate tattoo parlors. The decision must take into consideration that the tattoo shops are engaged in constitutionally protected speech.
So why does this matter to employers? I can think of two questions that the decision would seem to raise.

First, does the opinion support the argument that a Facebook "like" constitutes speech subject to constitutional protection? (If you've got no idea why this matters, see my prior post, Social Media as Speech).

Second, does this mean new obligations for public employers in Arizona? Since a tattoo is protected speech, government employers cannot regulate it without a reasonable justification for doing so. Will this be the end of tattoo-prohibitions in Arizona's public sector?

Via WSJ.com

It's All Fun and Games . . . Until It Isn't

Posted by Lauren Moak RussellOn September 11, 2012In: Harassment, Harassment, Sexual

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Miseta v. Stardock, (E.D. Mich.), is a great example of what not to do as an employer in response to a claim of sexual harassment made by an employee.

The employer, Stardock, launched a new video game, Elemental: War of Magicm in August 2010. The game proved to be a complete failure. (I promise, it's relevant.)

Weeks before the launch, Stardock's Marketing Manager, Alexandra Miseta, quit. Shortly after she resigned, Miseta filed a Charge of Discrimination with the EEOC, and later instituted a lawsuit.

Miseta alleged that she had been sexually harassed by the company's CEO. Miseta's claim was based, in part, on emails reaching back to 2008. Significantly, when Miseta sent an email to the CEO asking him to change his behavior, he sent the following response:

I am an inappropriate, sexist, vulgar, and embarrassing person and I'm not inclined to change my behavior. If this is a problem, you will need to find another job. . . . Again, I am not willing to adapt my behavior to suit others. . . . I'm not some manager or coworker of yours. I own the company. It, and your job here, exist to suit my purposes, not vice versa.

After 16 months of discovery, Stardock's attorneys moved for summary judgment asserting that Wardell's comments, while inappropriate, do not constitute sexual harassment. Not surprisingly the Court denied summary judgment.

Instead of acknowledging the loss, Stardock elected to sue Miseta, alleging that she destroyed marketing materials for Elemental, resulting in the game's resoundingly poor performance. The timing of the suit raises some questions. Two years after the files were allegedly deleted, and shortly after its summary judgment motion was denied. Current Stardock employees have also come forward to deny that Miseta deleted files, and offering up emails from the CEO praising the marketing team's work while making no mention of deleted files.

To make matters worse, the CEO apparently has taken matters into his own hands, posting statements to at least one videogame website defending himself and indicting Miseta for "getting pissed off, quitting without notice and using her network access to wipe out our marketing assets."

This is the type of client behavior that keeps lawyers up at night.

The lessons from this case are pretty obvious--don't be a jerk to your employees, don't revel in your chauvinism, and if you are going to do these things anyway, don't do them in writing! On a more serious note, we all occasionally make mistakes. It is sometimes more valuable to admit defeat and resolve to do better the next time, rather than engaging in internet rants and retaliatory litigation.

Employee's Tookus Antics Costs Him $2m

Posted by Molly DiBiancaOn September 6, 2012In: Policies, Terminations & Layoffs

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Jason Selch worked as an investment analyst for his employer for 10 years. The company went through multiple mergers and acquisitions and eventually was bought by a Bank of America subsidiary. After the BoA merger, Selch learned that his friend and co-worker had been terminated after declining to accept a pay cut.  

Presumably in protest of his friend's exit, Selch marched into a conference room where the COO and CIO were meeting.  He asked the executives if he was subject to a non-compete agreement.  When the CIO answered that he was not, Selch promptly dropped his drawers and mooned the two executives.

The two execs, to their credit, weren't flustered by the demonstration and simply returned to their discussion and went on with the meeting. Later, at the COO's instruction, HR issued Selch a final written warning, which stated that any subsequent violation would result in his termination.  

When the CEO learned of Selch's flagrant "display" of insubordination, however, he insisted that Selch be terminated.  As a result of being terminated for cause, Selch had to foreit contingency payments of approximately $2 million, which would have vested in a few months. 

Not surprisingly, Selch sued his former employer, claiming that he was entitled to the contingency payments because, in part, the written warning was a contract, which constituted a promise that he would not be fired unless he engaged in a subsequent policy violation. 

The court granted summary judgment to his employer and the decision was upheld on appeal.  In short, the court held that the warning was not a 
"promise" such that an enforceable contract was created. 

What are the employer take-aways from this case?

Well, first, kudos to the executives who, remarkably, managed not to lose their cool after such a visual assault.  Let us all be inspired by their ability to stay focused on the task at hand.

Second, today is my birthday and I find this story more than mildly entertaining. Because it is my birthday, I will take the liberty to be a bit more candid in disclosing my opinion here--what an idiot. Shame on Selch for acting like an immature middle-school kid. The good guys won this battle and I am glad for that. 

Via NY Daily News

Here's to Job Security

Posted by Molly DiBiancaOn September 5, 2012In: Discrimination

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I spent my Labor Day weekend in the office. Yesterday, I spent my birthday (or 14 hours of it, anyway), in my office. This is not a result of some deeply-seeded self-loathing tendency or a lack of enthusiastic friends. It's a different type of popularity that is keeping me tied to my desk these days--popularity with clients. Or at least that's what I tell myself. Truth told, the real reality is that I'm just plain ole' busy.

And that's a good thing, or so I tell myself. But let me not feel too sorry for myself. [FN 1]
Misery does love company, after all. And I, apparently, am not alone.

Bruce Springsteen.jpg

According a Hildebrandt survey as reported by the Washington Post, employment lawyers across the country have been burning the midnight oil. While the largest legal markets have dropped 2 to 3 percent, labor-and-employment work increased by nearly 5 percent in the second quarter of 2012, as compared with the second quarter of 2011.

Many employers are all too familiar with this phenomenon, unfortunately. As we've previously reported, the EEOC received more complaints last year than ever before. And discrimination is not the only thing keeping my friends in the plaintiff's bar busy, either. The number of FLSA suits has tripled in the last decade.

So, why the uptick in labor and employment work? According to the article, our practice is "countercyclical." In a bad economy, more employees are let go. And the longer they go without being able to find new work, the more likely they are to sue.

On the flip side, the economy has been bad long enough that employees who've been itching to leave but too scared to take that step find they're tired of waiting and they're jumping ship. When they jump ship and climb aboard with a competitor, the former employer is more likely to sue to enforce a non-compete agreement if one exists.

More employees filing suit and more employers filing suit equals more work for labor and employment lawyers like me. I'll put my birthday celebrations on hold for the moment. For now, I'll make a toast to job security.

[FN 1] Don't feel too bad for me. I did see The Boss in Philly on Labor Day. See Picture, above. And what could be more motivating than Bruuuuuuuuuuuce to get me through the workweek?

Why I May Have to Eat My Emoticons

Posted by Molly DiBiancaOn September 5, 2012In: Just for Fun

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Most of the time, HR and employment law are serious topics. But, sometimes, they can be seriously funny. Today, I read something that qualified for the latter description. It strikes me as so funny that I just have to share it with you, dear readers.

Regular readers may recall a post I wrote a while back about the dangers of communicating with email. Recent research seems to confirm what many of us have long suspected--that recipients are more likely to give a negative connotation to email than they would if the same conversation had taken place face-to-face.

love-emoticon.jpg

Some smart folks had suggested that the use of emoticons in emails would help to communicate the tone of the message and could help to prevent unintended negative inferences. I enthusiastically endorsed the idea and admitted that I use emoticons a lot already--probably a lot more than most people in general and almost certainly more than most lawyers.

Well, a survey I read about today may have me eating my words--or, more accurately, my emoticons. According to an article at the Huffington Post, the survey found that emoticons may be sending more of a message than we thought. Specifically, the survey reported that:

"71 percent of women and 90 percent of men said that receiving a winky face indicates the possibility of romance or a first date"

Yes, you read that correctly--according to the survey, including an emoticon in your email is today's pick-up line. And, according to the survey, the technique works! The survey also found that about half of office romances started with an emoticon.

Apparently, I'm not the only one who's been sending the wrong message unintentionally--the same survey reported that about half of office workers say that they use emoticons regularly in emails sent to coworkers. So, maybe it's not just me.

But, so as not to risk sending the wrong message with my emoticon usage, maybe I'll add yet another disclaimer to my email stationery that says:

This email is not intended to convey an intent or desire to engage in any romantic or inappropriate conduct of any kind. Any emoticons used herein should not be interpreted in any manner that infers or implies an intent by the sender to engage in any romantic or otherwise inappropriate conduct.

What do you think--sufficiently confusing, yet effective? Just in case I can't get approval to add the proposed disclaimer, though, let me just say this: If you receive an email from me and it includes an emoticon--winking, smiling, thumbs up, otherwise--I assure you that it is not a way for me to suggest any kind of indecent proposal.

Just so we've got that all cleared up. And, if you found this story to be particularly entertaining, you can thank our friends over at the Alabama Employment Law Blog, whose post alerted me to the story. But chose your email emoticons carefully--you wouldn't want them to get the wrong idea, after all.

Images for Labor Day

Posted by Molly DiBiancaOn September 3, 2012In:

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Happy Labor Day, dear readers. In observance of this important national holiday, may I suggest having a look at a new set at the Library of Congress, called Child Labor & Lewis Hine. The set showcases the works of investigative photographer Lewis Hine, who portrayed working and living conditions of children in the U.S. between 1908 and 1924.

National Child Labor Committee.jpg

Hine's photography was aimed to promote the "rights, awareness, dignity, well-being and education of children and youth as they relate to work and working." You can read more about his work in the set description.

California Passes Comprehensive Social-Media Privacy Laws

Posted by Molly DiBiancaOn August 31, 2012In: Privacy In the Workplace, Social Media in the Workplace

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California is now the third state to pass legislation banning employers from requesting or requiring the social-networking passwords of employees and applicants. The bill was passed by the state Assembly on Wednesday, reports the WSJ Blog. Maryland was the first state to pass a social-media password-protection law, with Illinois following suit just a few weeks ago. The bill now moves to the desk of the Governor for signature by the end of the month.

Last week, the California Senate unanimously passed a bill that prohibits colleges and universities from requesting access to student's social-media accounts. Delaware was the first state to pass social-media privacy legislation applicable to students and academic institutions. With the passage of the employer-based bill, California's protections will be the most comprehensive in the country.

The WSJ Blog article also references Bradley Shear, a Maryland attorney who has "advised lawmakers around the country on social media privacy legislation" and who the article quotes as saying that the California bill "is a huge win for the business community because it may provide California businesses with a legal liability shield from plaintiffs who may allege that businesses have a legal duty to monitor their employees' personal password protected digital content."

Seriously? Who does he think he's kidding with that nonsense? The law imposes new restrictions on employers--and new liability to go with those restrictions. It limits an employer's ability to regulate its workplace, investigate wrongdoing, and, in some instances, to protect employees. There has never been a successful lawsuit based on an employer's failure to "monitor [its] employees' personal password protected digital content." So, if the law protects employers from something that never happens but imposes new restrictions and liability, I fail to see how that counts as a "win" for employers.

Of course, it is a win for Mr. Shear, who, apparently, is devoting his time to the passage of these laws and enjoying the media resulting from his involvement. But I doubt this line on his resume will help him secure many businesses as clients because, contrary to his claim otherwise, businesses don't like these laws because they are unnecessary and overly broad.

Social Media Round-Up

Posted by Molly DiBiancaOn August 29, 2012In: Social Media in the Workplace

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Happy Wednesday, dear readers! There have been a number of interesting social-media stories in the news headlines recently. And, although I'd love to devote a post to each of them, my day job makes that ambition a bit unrealistic. But they are worthy of mention, so I'm going to so in today's post. Here goes!

Anti-Government Posts Lead to Trouble for Commenters

First, there are two stories of individuals who've gotten into trouble for their political speech online. The first of the two comes from Virginia, where a judge ordered the release of a 26-year-old former Marine, who was questioned by the FBI and then detained for a mental-health examination because of comments he posted on his Facebook page that, according to the FBI, indicated an intent to engage in violent and/or terroristic activities.

The second of the two stories comes from the Netherlands, where a 28-year-old man was given a six-month suspended sentence for threatening and insulting Queen Beatrix. The man posted his insults on Twitter. The court found that the tweets were "offensive to her dignity" and held that, whether the Queen actually saw the insults was irrelevant to their decision. The Irish Times reports that the decision is the first of its kind from the Dutch court.

In the Courtroom

The federal Judicial Conference Committee on Court Administration and Case Management published an updated edition of Proposed Model Jury Instructions. The instructions are aimed at juror's use of social media and other new technology while serving jury duty.

There are several important changes to these new Proposed Model Instructions but, to me, the key change is the inclusion of a reporting instruction. If a juror learns that another juror has violated the instructions, he is to inform the judge.

This issue has come up for lawyers, too. The ethics rules of some states require an attorney to report any suspected violation by a juror. But other states, including Delaware, have no such rule. Absent a specific rule, the question has been posed at more than one seminar I've attended (as attendee and speaker), but I've never heard a definitive answer. (If asked what I would do--as opposed what I would be obligated to do, the answers may not be the same. I can assure you that the answer to the former is, "report it at once.") via ABA Journal

Social-Media Privacy

An interesting development in social-media security has been announced by McAfee called, Social Protection. The Facebook app and browser plugin is said to display users' photos as blurred images, which will be displayed as actual photos only once the user's Facebook friends have installed the app.

Even more interesting are the app's other protections, which prevent photos from being downloaded, shared, or captured as screen shots. (How that works, I have no idea but it sure does sound cool!) It's a fascinating concept and I will look forward to seeing how it is received by Facebook users. Social Protection is currently available as a free public beta version. via AllFacebook.com