Rojgar Job News

Did you ever have an employee post a status update from his termination meeting with HR? I wrote about it a few years ago.  It seemed shocking then, and if anything, we’ve only seemed to be shocked more and more as each new tweet or blog post gets distributed with some outrageous behavior from an employee (or sometimes an employer!). It used to be that companies would have weeks, if not days, to respond to publicity.  Now, it’s hours or even minutes. Companies want to preserve their culture and reputation — and their corresponding products and services — more than ever. One misstep can get the online outrage machine going.  heck, even McDonalds’ got into a online snafu when it released (and then promptly sold out of) a unique retro szechuan sauce. This Thursday, my colleague Jarad Lucan and I will be talking about these issues at our annual Labor & Employment Fall Seminar.  It’s nearly sold out, but you can still see about regi...

Has it really been a dozen years? Yes, it was 12 years ago today that I clicked “Publish” and put up my Welcome message to the Connecticut Employment Law Blog. At the time, I was the first platform to discuss employment law issues with a focus on Connecticut. Now, it seems like every lawfirm has taken its newsletters and slapped a “blog” label on it and voila! Lots of employment law blogs. What’s interesting about having a blog for so long though is that you really do start to build up a perspective that’s hard to see on the day-to-day frontlines.  My earlier posts had no mention of the impact that social media was having in the workplace because, well, it wasn’t having any.   Twitter had just launched the year before and no one was using smartphones to access the internet either. And data privacy? Fight for $15? Paid FMLA? All concepts really in the 2010s. It is pretty remarkable how much has shifted over time.  Heck, we...