Can an employer force an employee to have a social media account and put their current employment information on the profile? A person I know recently received some new rules from their employer regarding expected social media behavior, which they need to sign. Before signing, I started reading it, and the last point mentioned was that the employee must have at least one social media account with the job title and description information on their profile, or the could face disciplinary action.What if the employee does not have a social media account, or simply does not want/care to put their employment information on social media? Can an employer force an employee to do this?
I can't find any law that would prevent an employer from requiring this. Under current Florida law, an employer can even demand passwords and access to an employee's social media accounts. A bill was proposed to prohibit this, but it hasn't passed. Generally, an employer can require anything they want as a condition of employment, as long as it is not illegal. Florida has at-will employment so the employer could certainly fire the employee if they don't comply.
You need permission to copy unless fair use applies Does this mean that when someone sends you their resume, it is unlawful to pass it on to others unless the author gives permission? First note that copyright law only applies to copying. If someone were to give you a physical copy of their resume (assuming such a thing would happen in this day and age) then giving this to someone else without copying it is not copyright violation. There may be privacy issues involved but that’s another issue. Further, in the United States, there is a fair use doctrine which allows limited copying without permission in certain circumstances. This is likely to apply in a lot of situations around copying resumes. Finally, permission does not have to be explicit. For example, if you receive a resume in the course of a job application then permission to make copies for that purpose can be assumed to have been implicitly given. Can you get sued if the resume finds its way to someone the author did not intend to see it, and the author suffers some harm as a result? Under privacy law, possibly. Under copyright law, no. What you can be sued for is making a copy. It doesn’t matter where this ends up. Is distributing a resume in the context of professional networking considered as implicit consent to allow sharing with anyone under the US legal system? No. It’s explicit consent because those networking sites have Terms and Conditions that explicitly deal with copyright. For example, if you post your resume on LinkedIn, you agree to this.
The Company is performing wage theft I have never heard of a wage method that pays a salary according to hours but doens't pay for hours over 40. Monthly Salary, by definition, is paid regardless of hours. Your contract doesn't give hours, it just gives a monthly total. That's a contract, and you should be paid according to the contract. In terms of fairness, it certainly isn't right to dock pay for weeks you worked less than 40 but not give you credit for weeks you wored more than 40. Now, it's not clear if you moved to direct employment for the second month. If you did, the first month would be a contract violation, and the second would be a violation of wage &amp; labor law. A company can't pay you salary as an exempt (exempt from hourly wage laws, like management) employee and also dock you pay according to hours worked. So what can you do? If you are still a contractor and actually want the job, not much more than arguing with payroll. Since you (why?) decided to be a contractor instead of a direct hire, you have exactly zero protections to getting let go. If you are a direct employee, you have protections from bringing action about being paid fairly, though your long-term prospects there would be problematic if you have to take the company to task using the government. Any HR rep should know all of the above. But never just go to HR without talking to your manager first. Remember that HR works for management, and working against your manager is generally a bad career move.
If the Kenya legislature passes such a law, they can impose such a requirement on Kenyans who want to create such social media groups. Note that this is a license from the Kenyan government, not a copyright or trademark license. In effect, it is a tax on running a social media group, along with various regulations. I have no idea if this bill is at all likely to pass. If it does pass, it might be hard to enforce, as it would probably require cooperation from Facebook and other social media platforms, and the companies which run those platforms are not located in Kenya, and might not cooperate.
Yes and no. While there are no general laws that ban the display of offensive symbols, they are prohibited in certain circumstances. Significantly, this is in the workplace. It is illegal to discriminate on the following bases in the workplace: Race Sex Pregnancy Religion National origin Disability (physical or mental, including HIV status) Age (for workers over 40) Military service or affiliation Bankruptcy or bad debts Genetic information Citizenship status (for citizens, permanent residents, temporary residents, refugees, and asylees) For instance, in Burlington Industries, Inc. v. Ellerth, 524 US 742 (1998), the majority found: a plaintiff claiming employment discrimination based upon race could assert a claim for a racially hostile work environment, in addition to the classic claim of so-called "disparate treatment." Since you haven't been specific about the nature of the offensive symbol, some examples might be: displaying a swastika displaying sexually offensive material displaying racially offensive material These are likely only to apply if the employer ought to have known, or did in fact know, that an employee (or in some cases, the customers) of a business would be offended, or it would amount to discrimination. Of course, a single display of only the symbol is not likely, on its own, to create a hostile work environment - it would need to be considered with the rest of the facts - but it can certainly be a contributing factor. It's a bit difficult to list all the situations where similar laws might apply, but this is one of the most prominent (and, to be honest, one of the ones that I'm personally interested in).
An agreement to agree is void There is a multitude of case law on this point. If the NDA was not available to you when you signed the employment contract and the term was couched as you describe; then the term would be unenforcable. That is, your employment contract would be binding except for that term i.e. you could not be compelled to sign the NDA. Now, there may be a requirement on you to negotiate in good faith in an attempt to find an NDA you can agree to but if you can't find one you can't find one. You cannot (legally) be fired for this reason. Now, if the NDA was available, and you were told where to find it, and irrespective of if you did or didn't find it, you would be bound to the NDA.
The First Amendment forbids the government from abridging your freedom of speech. There is no (federal) law against your private employer doing so. A good summary is https://www.americanbar.org/publications/insights_on_law_andsociety/15/winter-2015/chill-around-the-water-cooler.html
That depends what is meant by &quot;not allow&quot;. Such a blog author could certainly include a statement that the blog was intended only for female readers. That would not be enforceable. She could include a ToS provision requiring a user to agree to such a restriction. That might be enforceable in theory, but it would be a lot of work to try to enforce, as a blog author does not normally know who her readers are. Such an author could have the blog require registration and log-in, and as part of the registration process require registrants to provide evidence that they are females. That might work to keep (at least most) males from directly reading the blog. If we suppose that the author had such a registration process, and someone brought suit under a federal or state anti-discrimination law, what would happen? Such laws usually only apply to &quot;places of public accommodation&quot;. Such laws have mostly been employed to address discrimination in hotels, restaurants, theaters, retail stores, and similar places. I am not aware of any case declaring a blog or any similar online service a &quot;public accommodation&quot;. Such a finding would be needed for a suit in such a case to be won by the plaintiff. There are also specific laws prohibiting discrimination in employment, housing, and education. But those would not apply to this sort of case. So I am inclined to doubt that any such restriction, if imposed by a blog author, would be found to violate US anti-discrimination law.