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On January 14, 2014, a Twitter user by the name of DJ PU$$ PU$$ made a critical error in judgment. While completing her application for admission to the HBA program at the Ivey Business School, she tweeted: “this ivey application makes me want to projectile vomit into the head of admission’s mouth”. Of course, the
In the latest incident of an employee’s social media activity landing him/herself in hot water with an employer, media outlets reported last week that a Toronto-area mechanic was fired after allegedly tweeting the following: “Any dealers in Vaughan wanna make a 20sac chop? Come to Keele/ Langstaff Mr. Lube, need a spliff or two to
These days, I find myself following legal issues involving social media with great interest and, occasionally, with considerable amusement and surprise. My interest isn’t driven entirely by my occupation, and the situations I have read about span far beyond the employment law niche in which I practice. Indeed, social media seems to have found its
Employers will no doubt concede that social media is ubiquitous, and is beginning to permeate the boundary between personal life and professional life; and the YouTube phenomenon is no exception. However, “The Harlem Shake”, the biggest YouTube sensation since Justin Bieber’s “Baby” and Psy’s “Gangnam Style”, has recently caused ripples in the workplace the world
As I read the paper this morning, I came across an unfamiliar term: “playbour”. Apparently, this is the brainchild of the media theorist, Julian Kücklich, who coined the term as a result of the confusion between work and play, as facilitated by technology. As anyone who has responded to a work e-mail from a child’s
In the last month, two personal injury cases have crossed my desk that have left me wondering how aggressively employers and their lawyers will or should incorporate social media searches to examine a terminated employee’s mitigation efforts.Perhaps this is already happening. In both cases, the social media profiles of plaintiffs who claimed they were injured
A case that made the papers late last week, is a good example of why employers should not believe everything they see or hear about an employee from social media or that is communicated to them electronically. In taking a closer look at this recent example, we offer suggestions on how employers could handle issues
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