Sentences with phrase «media about their employer»

33 % post messages, pictures or videos in social media about their employer without any encouragement from the employer.

Not exact matches

As news spread that the recent Germanwings tragedy was the result of a single co-pilot with a history of mental illness, traditional and social media lit up with questions asking whether his employer could have — or should have — known about his mental state.

Also make sure your social - media accounts are scrubbed of anything that you don't want a potential employer to know about you.»

Time for some brutal honesty... this team, as it stands, is in no better position to compete next season than they were 12 months ago, minus the fact that some fans have been easily snowed by the acquisition of Lacazette, the free transfer LB and the release of Sanogo... if you look at the facts carefully you will see a team that still has far more questions than answers... to better show what I mean by this statement I will briefly discuss the current state of affairs on a position - by - position basis... in goal we have 4 potential candidates, but in reality we have only 1 option with any real future and somehow he's the only one we have actively tried to get rid of for years because he and his father were a little too involved on social media and he got caught smoking (funny how people still defend Wiltshire under the same and far worse circumstances)... you would think we would want to keep any goaltender that Juventus had interest in, as they seem to have a pretty good history when it comes to that position... as far as the defenders on our current roster there are only a few individuals whom have the skill and / or youth worthy of our time and / or investment, as such we should get rid of anyone who doesn't meet those simple requirements, which means we should get rid of DeBouchy, Gibbs, Gabriel, Mertz and loan out Chambers to see if last seasons foray with Middlesborough was an anomaly or a prediction of things to come... some fans have lamented wildly about the return of Mertz to the starting lineup due to his FA Cup performance but these sort of pie in the sky meanderings are indicative of what's wrong with this club and it's wishy - washy fan - base... in addition to these moves the club should aggressively pursue the acquisition of dominant and mobile CB to stabilize an all too fragile defensive group that has self - destructed on numerous occasions over the past 5 seasons... moving forward and building on our need to re-establish our once dominant presence throughout the middle of the park we need to target a CDM then do whatever it takes to get that player into the fold without any of the usual nickel and diming we have become famous for (this kind of ruthless haggling has cost us numerous special players and certainly can't help make the player in question feel good about the way their future potential employer feels about them)... in order for us to become dominant again we need to be strong up the middle again from Goalkeeper to CB to DM to ACM to striker, like we did in our most glorious years before and during Wenger's reign... with this in mind, if we want Ozil to be that dominant attacking midfielder we can't keep leaving him exposed to constant ridicule about his lack of defensive prowess and provide him with the proper players in the final third... he was never a good defensive player in Real or with the German National squad and they certainly didn't suffer as a result of his presence on the pitch... as for the rest of the midfield the blame falls squarely in the hands of Wenger and Gazidis, the fact that Ramsey, Ox, Sanchez and even Ozil were allowed to regularly start when none of the aforementioned had more than a year left under contract is criminal for a club of this size and financial might... the fact that we could find money for Walcott and Xhaka, who weren't even guaranteed starters, means that our whole business model needs a complete overhaul... for me it's time to get rid of some serious deadweight, even if it means selling them below what you believe their market value is just to simply right this ship and change the stagnant culture that currently exists... this means saying goodbye to Wiltshire, Elneny, Carzola, Walcott and Ramsey... everyone, minus Elneny, have spent just as much time on the training table as on the field of play, which would be manageable if they weren't so inconsistent from a performance standpoint (excluding Carzola, who is like the recent version of Rosicky — too bad, both will be deeply missed)... in their places we need to bring in some proven performers with no history of injuries... up front, although I do like the possibilities that a player like Lacazette presents, the fact that we had to wait so many years to acquire some true quality at the striker position falls once again squarely at the feet of Wenger... this issue highlights the ultimate scam being perpetrated by this club since the arrival of Kroenke: pretend your a small market club when it comes to making purchases but milk your fans like a big market club when it comes to ticket prices and merchandising... I believe the reason why Wenger hasn't pursued someone of Henry's quality, minus a fairly inexpensive RVP, was that he knew that they would demand players of a similar ilk to be brought on board and that wasn't possible when the business model was that of a «selling» club... does it really make sense that we could only make a cheeky bid for Suarez, or that we couldn't get Higuain over the line when he was being offered up for half the price he eventually went to Juve for, or that we've only paid any interest to strikers who were clearly not going to press their current teams to let them go to Arsenal like Benzema or Cavani... just part of the facade that finally came crashing down when Sanchez finally called their bluff... the fact remains that no one wants to win more than Sanchez, including Wenger, and although I don't agree with everything that he has done off the field, I would much rather have Alexis front and center than a manager who has clearly bought into the Kroenke model in large part due to the fact that his enormous ego suggests that only he could accomplish great things without breaking the bank... unfortunately that isn't possible anymore as the game has changed quite dramatically in the last 15 years, which has left a largely complacent and complicit Wenger on the outside looking in... so don't blame those players who demanded more and were left wanting... don't blame those fans who have tried desperately to raise awareness for several years when cracks began to appear... place the blame at the feet of those who were well aware all along of the potential pitfalls of just such a plan but continued to follow it even when it was no longer a financial necessity, like it ever really was...

What would your employer think about your social media account?

The study, a content analysis of the social media guidelines of nine American news organizations — The New York Times, The Associated Press, Bloomberg, Los Angeles Times, The Wall Street Journal, The Washington Post, CNN, and NPR — and three British news organizations — BBC, The Times, and The Daily Telegraph — investigates how these employers frame messages about employee social media usage.

Whites were much more likely than other races to adjust social media profiles at least once in the past year in anticipation of employers searching for information about them.

About American Library Association — Annual Exhibitors, first - timers, employers, presenters, and the media all come together at this annual event.

In fact, the search company says, 44 percent of employers have guidelines about how hiring managers should go about screening job candidates through social media.

Additional factors will also be considered, including but not limited to information about the Nominee gathered from public online sources, including Practice / Employer website and Practice / Employer social media presence («Supporting Materials»).

Employment law blogs, including Porter Wright's Employer Law Report and Ogletree Deakins» Employment Law Matters, have been discussing an Advice Memorandum recently released by the National Labor Relations Board that addresses when an employee may be fired over negative comments about an employer on social media, and when such messages constitute «protected concerted activity» under the National Labor RelatiEmployer Law Report and Ogletree Deakins» Employment Law Matters, have been discussing an Advice Memorandum recently released by the National Labor Relations Board that addresses when an employee may be fired over negative comments about an employer on social media, and when such messages constitute «protected concerted activity» under the National Labor Relatiemployer on social media, and when such messages constitute «protected concerted activity» under the National Labor Relations Act.

Most people use Facebook, Snapchat, Twitter and other social media postings as an everyday event with little thought about how such information may later be used by an employer or against them in court proceedings in workplace related disputes.

Social Media & Digital Footprints Most people use Facebook, Snapchat, Twitter and other social media postings as an everyday event with little thought about how such information may later be used by an employer or against them in court proceedings in workplace related dispMedia & Digital Footprints Most people use Facebook, Snapchat, Twitter and other social media postings as an everyday event with little thought about how such information may later be used by an employer or against them in court proceedings in workplace related dispmedia postings as an everyday event with little thought about how such information may later be used by an employer or against them in court proceedings in workplace related disputes.

Mendl says he's getting a lot more questions about employer obligations on social media and «what rights and responsibilities various workplace parties have.

Technically speaking, Toronto Transit Commission and ATU, Local 113 (Use of Social Media), Re, 2016 CarswellOnt 10550 (ON Arb), about which I blogged in my post Employers Responsible for Protecting Employees from Harassment on Twitter, is a labour decision not an employment decision.

The Court sided with the employee, stating that the employer «did not give the plaintiff an «express and clear» warning about her performance relating to the social media posts and a reasonable opportunity to improve her performance after warning her.»

Much was made in the media last week about this week's ruling in Germany giving employers the right to enforce specific dress codes on staff.

Labor and employment partners Stephanie Caffera and Chris Gegwich and associate Alex Gallin co-authored this column that explains why the National Labor Relations Act protected an employee who posted profanities about his supervisor on social media, but did not protect an employee who was fired for yelling profanities at his employer.

There can not be any doubt that if the Employer uses social media for public communication about the conduct of employees in the workplace, that sphere becomes part of the workplace.

«When we represent employers of someone who is known to be very active on social media, or if we know somebody who has talked a lot about the case even before we get to mediation the feeling is this person is going to be at greater risk for breaching confidentiality terms than others,» she says.

Last week, the decision by arbitrator Louisa Davie came down after Wong's former employer objected to a book she wrote about her battle with the newspaper and depression — Out of the Blue — as well as some things said in social media and in media interviews when the book was released.

For employers who may be considering using social media to verify information about current or prospective employees, the depth of information revealed by Graph Search highlights the risk that obtaining information through social media could amount to an invasion of privacy, or conflict with human rights laws (see the Ontario Human Rights Commission's policy on using Facebook information).

Employers should tread carefully before using social media to obtain information about current or prospective employees, since the resulting information (even if obtained inadvertently) could create unanticipated liabilities.

When it comes to existing employees and potential candidates, a little imbibing from time to time certainly isn't anything to cause any heart palpitations, but posting pictures of wild drinking nights on your social media accounts could make an employer think twice about your professionalism.

Between online career forums, social media and your organization's efforts to build an employer brand, every interviewee walks in with preconceived notions about what it's like to be an employee.

On that note, be sure to keep your social media profiles private if you don't want your employer, or prospective employer (s), to see posts about your personal life.

One warning — I'm finding increasing occasions where someone has responded to rejection with negative postings about that potential employer on social media.

Make sure you shout about these strategies via your website and social media, letting the global talent pool know that you are the employer of choice for their next international move.

Build a professional online presence on social media sites to build industry connections and allow potential employers to learn more about you.

But think of it this way, says Rothberg: you likely «have no qualms about looking at social media, talking with people who aren't recruiters or hiring managers about that potential employer.»

What Bad - Mouth Barry doesn't realize is that, according to a 2015 survey, bad - mouthing a former employer or co-worker is ranked in the top three worst things a candidate can post about on social media.

Employers often search social media to learn more about your qualifications or to see that you are well - rounded, so be sure to put that information front and center.

If you're one of those people who likes to vent on social media, think twice before you post anything about your former employer.

As far as the green drug is concerned, it is better to keep it off social media, you do not have to let your employers know about all your poisons.

To provide context, here are some data points about how employers use social media in the hiring process:

If you have a questions about your online profile — from what information to put on your LinkedIn profile or what privacy settings to use for your social networks, to how to use social media to really impress potential employers — join our live Q&A on Thursday 30 January from 1 pm to 3 pm.

For example, some employers have a specific Twitter account for job opportunities, and many companies - small and large - post about when they're hiring on their social media pages.

You did a brilliant interview: you told your prospective employer all about yourself, your mastery of social media and how your generation brings a new perspective to the workplace.

In addition, even if your present employer isn't monitoring your social media activity, chances are that one or more of your colleagues are among your connections on LinkedIn (or friends on other SNS) and may, for whatever reason, not be shy about bringing your LinkedIn activity updates to the attention of your boss.

That said, employers like to search social media, so be careful about what is on your Facebook page, Instagram profile, etc. as you embark on a job search.

Sites like Facebook, LinkedIn and Twitter can help you learn about opportunities, network with potential employers and research your desired career.It's no wonder that over 40 percent of job seekers have begun to incorporate social media into their job hunt strategy.

Visit the prospective employer's website and social media accounts and search for them on Yahoo! Finance to get a better sense of what the company is all about.

Duties will include: • Using sales, business development, marketing techniques and networking in order to attract business from client companies; • Building relationships with clients; • Developing a good understanding of client companies, their industry, what they do and their work culture and environment; • Advertising vacancies appropriately by drafting and placing adverts in a wide range of media; • Headhunting - identifying and approaching suitable candidates; • Completing a search of the candidate database to find the right person for the employer's vacancy; • Receiving and reviewing applications, managing interviews and short - listing candidates; • Requesting references and checking the suitability of applicants before submitting their details to the employer; • Briefing the candidate about the responsibilities, salary and benefits of the job in question; • Preparing CV's and correspondence to forward to clients in respect of suitable applicants; • Organising interviews for candidates as requested by the client; • Informing candidates about the results of their interviews; • Negotiating pay and salary rates and finalising arrangements between clients and candidates; • Offering advice to both clients and candidates on pay rates, training and career progression; • Reviewing recruitment policies to ensure effectiveness of selection techniques and recruitment programmes.

And even after knowing about you more than you know about yourself (by stalking your social media profiles), your employer asks you this interview question to give you an opportunity.

Keep in mind that employers are not only looking at what you say about yourself through your social media networks, but they are also carefully scrutinizing what your peers say about you.

So, you have the added benefit of getting the employers to know about your awesome presentation skills.It is also easy to share such a visual resume through social media.

Employers also use social media to research candidates and review information about professional histories, review sample work products and read reviews from others that have worked with or interacted with a job seeker.

Also, many employers now use social media - for instance, Facebook, Twitter and LinkedIn - to share helpful and informal advice with candidates about all stages of the selection process.

While engaging in social media conduct research to learn more about your target employer.

In fact, the reasons employers cite for using social media content in deciding to hire someone are very often because of what they believed the information said about the person's character.