Status update: be careful using social media to investigate potential hires (is that more than 140 characters?)

Maybe this is just the millennial in me talking, but I love social media. Now it turns out that I can use these networks for more than just finding out what my friends had for lunch. A recent CareerBuilder study found that 39% of employers use social media in the hiring process, and that number is on the rise. But employers beware! Using social media to investigate potential hires is a tricky field to navigate – a field full of discrimination-claim landmines and inaccurate-information traps.

To learn more about using social media to research applicants, click here.

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HIPAA brush up

Let’s all take a minute to talk HIPAA. Under something called the “Omnibus Regulations” HIPAA-covered employers are required to update their HIPAA policies to reflect recent changes by September 23rd. I know that sounds far away, but it is almost August already people! Time to get serious. If you are asking yourself “what the heck is an omnibus?” you are not alone, and we can help. Our partners at Ogletree Deakins penned a very helpful summary of the changes titled “Are your HIPAA privacy policies up to date?” Those guys come up with the best names.

Click here to check out the article.

Maryland – Lookout corner: Leave law edition

I bet you guys don’t have any plans for October yet – unless you’ve already started working on your “killer” Halloween costumes – but you might want to put a new law on your radar: Starting October 1, 2013, Maryland employers will be responsible for giving employees a day off (unpaid leave) to spend with an immediate family member who is coming home from or leaving for active military duty outside of the country. Are they going to call this the “Hey, that’s really nice actually” Military Leave Law? I hope so.

Click here for more details about this upcoming leave law.

Iowa – Get committed… at the ABI Employment & Workforce Committee Meeting

I don’t mean to start all of these “event-themed” articles by saying whether or not lunch is included… BUT lunch IS included in this latest event hosted by our fabulous friends at the Iowa Association of Business and Industry (ABI). Other things you might be interested to know include:

What? A policy meeting to discuss issues of legislation to support a “fiscally sound unemployment compensation system”
When? Thursday, August 15, 11:15 am to 2:30 pm
Where? 400 East Court Ave., Suite 100
Des Moines, Iowa
Will there be lunch? Yes.

Click here for more information and to register.

Webinar: how to handle inspection crashers

Did someone say unions? … (I’m nominating this for the Transition of the Year Award.) Do you know that even if you don’t have a union, a union reps can show up to your OSHA inspection? Well it’s true. If the stress of OSHA inspection protocol isn’t enough, now you have to wonder how to treat a union rep. Instead of just hoping they bring a gift for the hostess, may I recommend this educational webinar from our partners at Ogletree Deakins?

When? Wednesday, July 31, 2013, 2 pm Eastern
Where? Your desk!
How much? $99 ($49 for Ogletree Deakins clients)

Click here for more details and to register.

Handbooks and the NLRB – not a union made in heaven

In news that will not shock nor surprise nor cause any sort of thrill AT ALL, the NLRB has issued another “Advice Memorandum” on its position regarding employer’s social media policies. This time they’re saying that employers need to bargain with their union prior to adoption of a new social media policy. That NLRB, you just can’t please ’em.

Click here to read “NLRB General Counsel Keeps Unfriending Employer Social Media Policies” from the experts at Reed Smith, including a refresher on what you shouldn’t include in a social media policy, even if you don’t have a union.

Speaking of shock and surprise and causing a thrill, click here to check out a supercut of “Olivia Pope” in “Scandal.”