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In New Hampshire, that translates to an extra 40 employees for each of the chain’s 20 stores. There is Walmart, for instance, which just announced it will increase the wages of hundreds of thousands of its employees and has tried to offer more regular work hours. Home Depot still emphasizes the need for the employee to be available, sometimes even for graveyard shifts, especially for those people who work with plants.
The International Institute of New England is a dynamic, forward-looking, smart and rapidly growing non-profit organization.
An architectural firm sued by O'neil Cinemas over water leaks at the Epping theater denies that it's responsible for the problems and wants the case tossed. An Alstead woman with terminal cancer has asked a judge to force the state's top health official to speed up her ability to obtain medical marijuana. Social media touches on the entire lifecycle of employment as employers more frequently turn to social media to advertise and fill positions, confront employees' on-line postings, and contend with former employees' use of social media. And then there are the announcements by major retail chains like Home Depot, which is looking for 70,000 associates across the country to sell flowers, plants and lawnmowers. Even though the laws regarding social media in the workplace are still evolving, several best practices have already emerged.Use of social media in the hiring processAs of September 2014, it is illegal for New Hampshire employers to require applicants (and existing employees) to disclose login information for "personal accounts" but viewing information posted to the public remains lawful.

When using on-line tools to vet applicants for a position, employers frequently encounter personal information posted by the applicant that employers might otherwise actively avoid in a face-to-face interview.
Applicants may post information on-line about their religious beliefs or current pregnancy, for example, and an employer might be exposed to that information when viewing on-line content.
Unsuccessful applicants might claim they were not hired because the information the employer learned on-line fed the employer's discriminatory animus.In an effort to mitigate that risk, employers should have a written policy describing exactly how the employer will conduct its on-line searches and it should follow that policy uniformly for all applicants (or at least those that make the final cut). The policy should outline the sites that will be searched for all candidates and it should memorialize the company's policy to refrain from considering information that identifies an applicant as a member of a protected class.Employers should also consider tasking a person other than the one making the hiring decision to conduct the on-line searching. That way, it will be harder for unsuccessful applicants to contend that the hiring manager was improperly influenced.Finally, employers should retain copies of the content viewed for a period of time after the position is filled.
On-line content posted by applicants changes frequently and it will be important for employers to be able to demonstrate what was actually viewed at the time of the hiring decision.Social media and current employeesEmployers understandably have the urge to attempt to control what employees post on-line about their workplace.
The National Labor Relations Act, however, imposes tight controls on the extent to which employers can control speech. Employers should consult with counsel before taking any disciplinary action against an employee for an on-line post, as the law is changing very rapidly and decisions from the National Labor Relations Board ("NLRB") are sometimes difficult to reconcile.Employers should also examine their handbooks frequently to ensure compliance with the National Labor Relations Act. In general, prohibiting employees from expressing dissatisfaction with their employer, its management, or the working conditions is unlawful.

1, 2015, makes it unlawful for employers to prohibit employees from discussing their wages.
Handbooks with broadly worded restrictions on speech must be accompanied by a disclaimer or appropriate limiting language so that employees know they are free to communicate with each other and the world about their working conditions. For example, some decisions from the NLRB approve of requiring employees to add a disclaimer to on-line posts clarifying that the views expressed are personal opinions and do not represent the official position of the company.Former employeesOnce an employee leaves, it becomes almost impossible to exert any control over on-line postings, even though former employees can cause significant reputational harm. The law regarding ownership of on-line profiles is still evolving, but employers can try to bolster their positions by implementing policies setting forth what happens when an employee leaves. Employers can attempt to claim ownership over on-line content, particularly that content developed while the person was employed, and that ownership could extend post-employment. Finally, employers should recognize that searching on-line and using social media can be important tools when employees subject to noncompetition, nondisclosure and nonsolicitation clauses depart. Employers very frequently find evidence of breaches of these restrictive covenants based on information posted on-line.Social media and other on-line tools are important resources for employers in all industries.

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