In Social Media Recruiting & Social Media Discrimination, I outlined some of the types of protected classes and discussed some real world possible scenarios regarding your company and social media discrimination.
The EEOC & Types of Discrimination
According to the Equal Employment Opportunity Commission (EEOC), discriminatory practices include:
- Harassment on the basis for any of the above mentioned protected classes.
- Retaliation against an individual for filing a charge of discrimination, participating in an investigation, or opposing discriminatory practices
- Employment decisions based on stereotypes or assumptions about the abilities, traits, or performance of individuals of a certain protected class.
- Denying employment opportunities to a person because of marriage to, or association with, an individual of a particular race, religion, national origin, or an individual with a disability.
- Title VII also prohibits discrimination because of participation in schools or places of worship associated with a particular racial, ethnic, or religious group.
Social Media & Employment Discrimination
Social media makes access to employee or candidate protected information available to most anyone. Prior to social media, companies could restrict access to protected information through locked files, sealed medical information, and restricted access to online and paperless HRIS systems. Now we can visit Facebook and LinkedIn accounts, view videos on YouTube, follow the Twitter stream and even access personal photos using Flickr. For human resource leaders and employment law attorneys, social media is a scary, scary place.
The key is to provide training, resources, and information to those in decision making roles who may seek out information using social networks posing a liability to their employer. By educating your managers on the risk and employment law perils of social media can help mitigate the risk.
And still, social media is not going anywhere. Nearly 600 million Facebook users can’t be wrong.
Evaluating Employee Discrimination & Social Media
When evaluating social media, discrimination, and the potential liabilities, it’s important to evaluate these areas:
The Office of Federal Contract Compliance Programs (OFCCP)
If you are a government contractor, an Affirmative Action Plan is required. Candidates must be accounted for social media included. Logs must be created and maintained.
Social media comes in all shapes, forms, and sizes. Consider how, why, when, where, and if an employment decision was made using social media. Is there a standard procedure in place for sourcing or recruiting candidates? Are you consistent with that procedure?
The National Relations Board (NLRB)
What exactly is a concerted protected activity? Union or not, your company should be training your managers on when HR should be involved in disciplinary action that involves social media and sites like Facebook.
Text messages as electronic documents
Last year the Supreme Court ruled (Ontario v. Quon) that text messages are a form of electronic document similar to an email. If your company has corporate issued phones that allow for text messaging, companies will be required to store and catalog these messages just like an email.
Be sure to take a look below at the slideshow of a recent webinar I led on virtual recruiting for HR Executive Magazine. Is social media discrimination and the other potential pitfalls an area of concern for your organization? If so, what’s your plan?
Be sure to check out Disparate Impact & Disparate Treatment in the Workplace, the next part in the Social Media Policies Series. Don’t forget to leave a comment below. . . I’m always listening.