Ping pong balls kept bouncing into the attorneys standing near the table tennis area, but no one seemed to mind.
A Wisconsin state lawmaker is pushing legislation that would prevent employers from requiring employees or job applicants to provide access to their personal social media accounts.
When Pinterest comes up in conversation, typically it’s within the context of women talking about crafting or recipes.
The American Bar Association has come out with Electronic Social Media guidelines for judges, and the one thing that is clear is that the rules aren’t really all that clear.
Although some industries still have a glut of talent and limited job openings, technology experts tend to be the most popular people at the dance.
Hashtags, or those strange little “pound signs” to some of you, are popping up across cyberspace.
Reflecting the always-changing world of technology, electronic discovery presents new challenges for lawyers in 2013. At the forefront: social media evidence, smartphone data and the judicial blessing of a new form of discovery review.
Given the current explosion of social media use, it’s more important than ever for lawyers and their firms to be part of the conversation.
Lawyers still making their way along the learning curve of social media evidence may struggle to find guidance from court opinions.
Social media websites are a relatively new phenomenon, and employer policies that establish what employees may post on those websites have been the (moving) target of labor disputes and litigation.
A Minnesota doctor took offense when a patient’s son posted critical remarks about him on some rate-your-doctor websites, including a comment by a nurse who purportedly called the physician “a real tool.”
In many ways, lawyers are like professional athletes: competitive, performance-driven and motivated by achievement.
Evidence from social media could be essential to a case, but how do you get it in front of a jury?
Costco could not enforce a social media rule prohibiting employees from posting online statements that damaged the wholesaler’s reputation, the National Labor Relations Board has decided in rejecting an administrative judge’s findings.
The use of social media by lawyers – including blogs and social networking sites such as LinkedIn and Twitter – is continuing to increase, according to the annual technology survey conducted by the American Bar Association.
In an effort to deter jurors from using social media and smartphones to communicate about or conduct research on the case on which they serve, a Judicial Conference committee has updated federal model jury instructions.
If you’re a Facebook junkie, if you have a black belt in tweeting or if you are the mayor of your favorite coffee shop on Foursquare, you might not like the news from a leading technology consultant: More advertising is coming to all your favorite social media platforms, including mobile devices, and it will be showing up in places you haven’t seen it before.
Who would have thought that a simple internet search could help you win a case in front of a jury? Just 10 years ago that may have sounded far-fetched to many. But those immersed in the world of data mining knew it was possible, even then.
Illinois has become the second state to prohibit employers from demanding social media passwords from employees and job applicants.
Employers would be unable to “compel or coerce” employees into providing access to their social media accounts under proposed federal legislation.
If used properly, digital marketing can be used to help track all of your marketing results, including traditional marketing efforts.
The good news is that the National Labor Relations Board’s acting general counsel has issued guidance that provides employers clear advice relating to the rapidly evolving area of social media.
The National Labor Relations Board has released the third in a series of memos that detail common pitfalls in employment social media policies.
Less than a month after the House of Representatives voted down the Federal Communications Commission Process Reform Act of 2012, the effects are starting to play out on Capitol Hill and in the courts.
Blogging, LinkedIn, Facebook, Twitter, YouTube, Google+, et al., have changed the way people communicate and consume information in both their professional and personal lives. It’s official. And it’s not too late for you to join the e-parade.
Most federal judges tell jurors not to use Facebook, Twitter and other social networking tools to communicate information about the trials in which they are sitting, according to the results of a survey conducted by the Federal Judicial Center.
Workplace social media use is a fertile ground for potential federal labor law violations, according to a new guidance memo released by the acting general counsel of the National Labor Relations Board detailing the Board’s recent decisions on the issue.
A Connecticut judge recently ordered a divorcing couple to share their Facebook and other online social media passwords.
Here’s a word of caution for lawyers who use Twitter professionally: If you part ways with your firm, your ex-employer may get custody of your Tweets.
Given the number of social media sites reviewing everything from barbeque to Botox, some law firm consultants say that lawyers should be asking their clients to post positive reviews on websites like Yelp!, Avvo and Google Hotpot.
