The Lane Report “Having hired five new associates in 2017, DBL Law is off to a strong start in 2018 and has benefitted from clients looking to midsize law firms for more value in their legal spend. DBL Law continues to grow its white-collar crime, regulatory compliance and cybersecurity practice areas to complement the … Read More
Healthcare information and security officers are leading efforts to avoid cyberattacks through training and tools as 81% of healthcare executives say that their organizations’ systems have been compromised during the past two years.
Now that cyber attacks as a source of data breaches are becoming routine in and out of healthcare, each breach represents not just a monetary loss to providers and payers but also a loss of faith by customers and patients in the healthcare industry. This new fact has pushed data security way up the priority Read More
This article was written and published by Carrington Coleman. Cybersecurity & Corporate Governance: How to Move Beyond Fear & Uncertainty to Pragmatic Solutions You’ve read the headlines, seen the statistics, and discussed the issue with the board of directors. You get it: cyber-attacks are increasingly frequent, sophisticated, and devastating to a business’s bottom line. There Read More
This article was written and published by Canadian Underwriter, Canada’s Insurance and Risk Magazine. Insurers in the United States will face competing priorities for resources and time over the next 12 months, with cyber security preparedness challenging overall regulatory compliance readiness, argues Wolters Kluwer Financial Services. While both cyber security and regulatory readiness will be major Read More
Employee social media use continues to be an area fraught with risk for employers. In the wake of the Ferguson, Missouri protests, this issue was raised yet again. In this case, an office manager for Norton Healthcare posted an inflammatory and racist post on her Facebook page in response to the Ferguson protests. The post Read More
Trolls Beware: Kentucky Court of Appeals Issues New Test to Discover Identity of Anonymous Internet Posters in Litigation
The rise of social media, blogs, and Internet forums has produced a variety of positive and negative consequences for society. For example, access to news and information, the free flow of ideas, and the ability to connect with others have all increased substantially. On the other hand, cyberspace has promoted misinformation, gossip, frivolous pursuits, and Read More
Social media can be a potent tool for companies looking to grow their business. But this same tool can cause serious problems for employers who do not carefully oversee their employees’ use of company web pages. While any technologically-savvy employee may be capable of establishing your company on the latest social media site, recent disputes Read More
Earlier this month, the National Labor Relations Board (“NLRB”) continued its heavy activity in cases involving social media by issuing two new decisions in this area.
In the legal world, social media is a rapidly changing and relatively new frontier. In the areas of employment and labor law, judges are more frequently encountering traditional issues of harassment or discrimination but with the added twist of interactions between employees occurring outside of the office and in cyberspace instead.
The proliferation of social media issues in the workplace has created a multitude of challenging new problems for employers. The National Labor Relations Board (NLRB) is doing its best to expand that list.
The ever-increasing use of social media by employees who comment and post on work-related topics continues to be a focal point for the National Labor Relations Board. In August 2011, the NLRB published a report that summarized recent cases involving social media issues, and, on January 24, the agency released another report with updates in this area of law. The latest report focuses on several issues including whether employer policies that limit employee social media use are overly broad and could reasonably be interpreted as restricting employee communications that are protected under the National Labor Relations Act.
DBL Law has launched the Digital Workplace Team (DWT), a group of partners who counsel clients on how to leverage and minimize risks of workplace technology.
At this point, the world cannot ignore the commanding presence of social media—LinkedIn has 135 million members, Twitter users have tweeted up to 10,000 tweets per second, and a movie about Facebook recently topped the box office charts. Social media is no longer limited to homes and college campuses, but has invaded the workplace as well. Employees network with associates on LinkedIn, “friend” colleagues on Facebook, and tweet about their frustrations with their jobs. Accordingly, employers must be aware of the accompanying legal risks and implications related to using social media.
There are approximately 800 million people on Facebook. Twitter has about 200 million account holders. Add in all of the bloggers and it becomes crystal clear that social media is more than just a fad. Social media is being used worldwide to connect old acquaintances, make business referrals, and market and advertise products and services. Chances are a vast majority of your employees, customers, potential customers, and competitors access a social media site on a daily basis. Social media is quickly becoming a preferred way for businesses to tout products and services.
Facebook, LinkedIn and Twitter are a few of the social media sites utilized by employers and employees today. Studies indicate that the use of social media sites by employers has risen significantly in the last few years with between 45% to 75% of employers now using such sites. All indications are that increased utilization of such sites will continue.
The NLRB is taking a hard line stance against an employer who fired an employee for a Facebook post about her supervisor. The NLRB filed a complaint against an ambulance company in Connecticut. The employee posted a negative comment about her supervisor, which prompted comments from her co-workers. The NLRB alleges that the company’s policy, which prohibits employees from making disparaging remarks about the company is unlawful.