HRIS / TECHNOLOGY

Going mobile: The risks and rewards of BYOD

07/02/2014
"Bring Your Own Device" policies are a growing trend, but can they bite back against employers?

Suffering from tech overload? 4 tips to delete the stress

05/19/2014

While technology can make you more efficient, it can also detract from your work if you don’t manage it properly. Here are four tips to help you use technology in a time-efficient manner and avoid the overload.

How to regulate employee use of personal tech

05/01/2014
It's hard for even the most sophisticated of companies to deal with all the risks of instant communications and increased access via personal and company-owned tech devices.

Electronic signatures: What employers need to know

04/09/2014

For centuries, a signature at the bottom of a piece of paper has meant someone agrees with what the document says. Can keystrokes carry the same legal weight as pen strokes? Yes. Two federal laws establish the legality of e-signatures in this country: the UETA and E-SIGN.

Techies think tech is way cooler than you do

04/03/2014
Perhaps it’s no surprise, but people who do IT for a living have a more favorable view than other Americans of technology’s benefits. A Harris poll revealed these attitudes about the power and potential of technology.

What employers need to know about electronic signatures

03/13/2014

Can keystrokes carry the same legal weight as pen strokes? Each state has a slightly different law.

The high cost of your employees' illicit affairs

02/18/2014
You may be resigned to employees spending at least some of their work time checking in on Facebook, Twitter, Pinterest and Instagram. Now add another social media distraction you would maybe rather not know about.

Cellphone usage at work: What's acceptable?

01/21/2014
A new Howard University study finds that 76% of people say checking texts or emails is unacceptable behavior in business meetings.

Email/Internet Usage

12/28/2013

HR Law 101: Employers have any number of legitimate reasons to monitor employees’ email and Internet usage. Beyond personal productivity issues, you risk significant loss should an employee download a virus or other damaging software or engage in illegal activity conducted on company computers ...

Must we tell staff & visitors they're being watched?

12/10/2013

Q. We recently installed cameras in our plant’s production areas. The cameras aren’t hidden, and it is common knowledge they were installed. Do I need to post something notifying employees and visitors that the area is under video surveillance? Should I have employees sign something? 

Recruiting, payroll & perks: Yeah, there's an HR app for that

12/09/2013
If you don’t use HR-related apps right now, there is a good chance you will in the near future. Here are some apps worth checking out to save time and administrative costs:

Trade Secrets

12/06/2013

HR Law 101: There are two important reasons you need to protect your company’s trade secrets: (1) You make it less likely that confidential information will be misappropriated. (2) It will be easier for you to seek relief in court if your secrets are stolen ...  

         

Ensure computer policy is clear: No using tech for nonbusiness purposes

12/02/2013
Here’s good news you can use to warn employees against misusing company computers and other technology for their own benefit, to compete or to commit fraud: Employees can’t argue that because they received the equipment to use, they are authorized to access information for purposes unrelated to business.

Online reviews: Warn workers to avoid 'Astroturfing'

11/04/2013
Make sure employees know that it’s not just bad form to write fake customer reviews about your company online—it could be illegal. New York’s attorney general last month cracked down on 19 companies that created deceptive reviews (a process called “Astroturfing”).

Personal cellphone: Must we pay if it's used for work?

10/21/2013
Q. An employee uses his own smartphone to access company email and conduct work from home. The work is on his own initiative—it’s not required, but we’re aware of it. Are we obligated to pay any portion of his monthly bill?
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