Social Networking and the Workplace

It seems like everyone is on Facebook, or some other social networking site. Chances are virtually every one of your employees has a Facebook profile. According to a 2009 Harris Interactive survey of over 2,600 Human Resources professionals, 45% of them said that they go to social networking sites to research job applicants. The same study also found that 35% of employers made the decision not to hire an applicant based on what they found on the applicant’s social network (Facebook) page. The Human Resources professionals found the following to the biggest no-no’s in connection with social networking sites:

· Posting indiscreet photos and information

· Posting activity involving alcohol and/or drugs

· Badmouthing former employees

Despite the permanent nature of posting information and pictures in a digital space, many Facebook users feel like “no one is watching” when they post a picture from a wild party or leave comments blasting a former boss. Yet, employers in increasing numbers are watching what job applicants post to social networking sites. These sites can give employers valuable insight as to what job applicants are “really” like, as opposed to the polished that can be found in a resume or job interview.

And for employees who use Facebook or other social networking sites, here are five tips that can help you avoid problems:

1. Don’t reveal too much information. Don’t reveal more on Facebook than you would in real life; err on the side of discretion.

2. Think twice before hitting the “submit” button. The second you click “submit,” your picture or post is “out there.” And while you can always delete it later, you never know who has seen the information in the meantime.

3. Imagine how the information you are posting would look to a prospective employer.

4. Review your privacy settings. Sites like Facebook permit users to decide what pictures and information are shared with whom – narrow your settings so only accepted friends can see your information.

5. Google yourself periodically. Every few months run a quick google search of your name to see what comes up. If something negative surfaces, there may be time to change it.

Facebook and other social networking sites are not going away. Facebook has over 600 million users, and it’s growing every day. Employers can use these sites as a powerful tool in selecting job applicants. And employees should take simple steps to ensure that their social networking endeavors do not cause problems down the road.

Emergency Action Plans

Emergency situations can happen anywhere, without warning. Virtually every day we see footage on the news of devastating natural disasters or emergency situations all over the world. What are an employer’s duties with respect to emergencies?

California law requires that every employer have an Emergency Action Plan. Such a plan must include steps for evacuating employees, providing emergency medical attention, and reporting emergencies to employees and local agencies. While every employer must have a program, not all employers are required to “keep records” of such a plan. The record keeping requirements do not apply if the employer (1) has 10 or fewer employees, (2) has 20 or fewer employees and is in a designated low-hazard industry, or (3) is a local government entity, seasonal employer or licensed contractor.

Where a written plan is required, the plan must specify the following: (1) person(s) responsible for implementing the plan or portions of the plan; (2) how to communicate emergencies to employees; (3) fire and emergency evacuation policies; and (4) personnel assigned to provide first aid and emergency medical attention.

California also requires that employers train employees when a plan is established or modified. Newly hired employees also must be trained. The best way to accomplish this training is by conducting emergency training and emergency drills periodically. Formal inspections are generally not required by California law. More information regarding Emergency Action Plans can be found at http://www.dir.ca.gov/title8/3220.html.

We all know it is impossible to predict or completely safeguard employees from all emergencies or disasters. Yet the law does require employers to take steps to protect their employees, and a big part of that is the Emergency Action Plan. If your company does not have such a plan in place, take the time to create one. If your company hasn’t reviewed its plan in several years, take the time to review it. You owe it to your employees, and it’s the law.