INFORMATION

Site Map - The Workplace

Monitoring Social Media Use

- More businesses are using social media to promote their brands, and that raises issues about when and how they should monitor what employees do with it.

Developing a Prevention Policy

- Find out how one company drafted a workplace violence policy that conforms to best practices laid out by the ASIS standard.

Wrongful Discharge

- Virginia’s high court has ruled that an individual supervisor may be held liable in a wrongful discharge claim. In the case, a female employee was fired by her supervisor after she refused to get divorced and begin an affair with him. The court ruled that “employer-only liability would be insufficient to deter wrongful discharges.”

Trade Secrets

- An employee accused of stealing intellectual property from his employer must turn over his personal iPhone to be examined as part of the discovery process. The judge ruled that, because of the phone’s functionality, the order was “tantamount to ordering the production of [a] computer.”

Employment

- An employee who was fired after a Facebook post showed her at a party when she was on leave for debilitating back pain may not sue her employer after she was fired for fraud. 

Background Screening

- A federal appeals court has ruled that a company did not violate a former employee’s confidentiality when it disclosed medical information to prospective employers.

Managing

- Embezzlers don’t always fit a profile, so companies should establish basic procedures that apply to all employees who have access to company funds.

Cyberattacks Grow More Complex

- While cyberattacks on government targets make the headlines, cyberthieves continue their relentless assault on businesses.

Firearms

- According to the Texas Attorney General’s office, state law makes it illegal for employers to prohibit employees from storing handguns in locked, private vehicles.

Discrimination

- A workplace policy that requires all employees who seek treatment for substance abuse to submit to random drug testing constitutes disability discrimination, according to a New Jersey appeals court. The tests could not be justified by business necessity or for safety reasons and were required of those employees with no history of poor performance.

Investigations

- The Illinois Supreme Court has ruled that a company is liable for pretexting undertaken by a third party on the company’s behalf. The court ruled that the company must pay compensatory and punitive damages to the employee who was the target of the investigation.

Employment

- The National Labor Relations Board (NLRB) has ruled that a company violated federal law when it fired an employee for writing offensive and threatening remarks on newsletters in a staff break room.

Legal Report

- Courts have issued decisions on employee misconduct, background screening, and investigations.
 




Beyond Print

SM Online

See all the latest links and resources that supplement the current issue of Security Management magazine.