Chances are your small business utilizes social media to connect with its customers and employees on a daily basis. Your small business may want to check out the Federal Trade Commission’s (“FTC”) Endorsement Guides: What People Are Asking, which provide guidance on compliance with truth-in-advertising requirements contained in the FTC act. The FTC opines the Act’s requirements apply to small business’ social media. You may also want to check out the National Labor Relations Board (“NLRB”) for information on how the National Labor Relations Act applies to union and non-union social media activities. The NLRB has a short policy statement on the Act’s applicability to employee social media use here and a more complete statement here. Additionally, the Equal Employment Opportunity Commission (“EEOC”) together with the FTC publishes Background Checks What Employers Need to Know as well as Background Checks: What Job Applicants and Employees Should Know addressing your small business’ use of social media in the hiring process.
Daniel H. Erskine, an international attorney, practices in New York and Connecticut focusing on international law, civil litigation, appeals, and small business transactions. www.erskine-law.com Attorney Advertising; USE OR VIEWING OF THIS BLOG OR ANY OF THE WEB PAGES LINKED TO IT DOES NOT ESTABLISH OR OTHERWISE CONSTITUTE AN ATTORNEY-CLIENT RELATIONSHIP.
The United States Equal Employment Opportunity Commission (EEOC) posts a concise list of prohibited employment practices/policies on its website. The site provides a brief truncated overview of practices employers should avoid to comply with federal laws. Clicking on the Discrimination by Type link brings you to pages giving a basic description of prohibited policies and practices according to federal employment legislation. The EEOC’s website is a good starting point for small businesses seeking to comply with federal employment laws related to discrimination or begin to discuss implementing a compliance small business program should your small business be subject to federal employment discrimination laws. The EEOC provides basic guidance on “How Do You Count the Number of Employees an Employer Has?” as well as “Coverage of Business/Private Employers” to aid your small business in determining coverage of federal employment discrimination legislation. The website may not provide fully up to date information due to new case decisions and legislative changes. www.erskine-law.com
Daniel H. Erskine, Esq., an international attorney, practices in New York and Connecticut focusing on international law, civil litigation, appeals, and small business transactions. www.erskine-law.com Attorney Advertising; USE OR VIEWING OF THIS BLOG OR ANY OF THE WEB PAGES LINKED TO IT DOES NOT ESTABLISH OR OTHERWISE CONSTITUTE AN ATTORNEY-CLIENT RELATIONSHIP.