Yesterday’s Advisor briefed us on the challenges of cyberslander. Today, recommendations for dealing with it, and a new technological solution to a far older HR problem … writing job descriptions.
Here are Attorney Matthew S. Effland’s tips for identifying and managing cyberslander. Effland, an associate at Ogletree, Deakins, Nash, Smoak & Stewart, P.C., in Indianapolis, made his remarks at a recent SHRM convention.
1. Monitor your computer systems.
If cyberslander is happening at work and being posted at work, you can track it and put a stop to it.
2. Use Google® to your advantage.
Do a Google search for your company once a month. See what’s out there. If you are being trashed, you will find out about it sooner rather than later.
3. Have a clear policy.
Make sure your policies include a provision that employees may not use company time and equipment to disparage the company or any of its people.
4. Investigate to discover the source.
As we mentioned yesterday, you can usually determine whether the posting is internal or external by the kinds of information the poster reveals. Also, consider any recent disputes. Once you discover that a posting has an internal source, have IT check all internal machines.
5. Keep your eyes open.
Once you are aware of cyberslander, keep an eye out for additional information on websites that will give clues to the poster’s identity.
6. Consider bringing a lawsuit.
You may file a “John/Jane Doe” lawsuit or try for a subpoena to get information from ISPs (but expect a long and expensive fight).
Effland’s final tip: Cyberslander is going to happen, but if you’re prepared for it, you’re ahead of the game.
Tech Reaches HR’s Least-Liked Responsibility
OK, now that we’ve told you how technology is making your life harder, we owe it to you to help make it easier. By utilizing tech to help with HR’s least-liked task: writing job descriptions.
There’s nothing more low-tech than that dreary job, right? Or is there? We asked our editors if there are any new twists on it–and they came up with a great one.
Fortunately, your job descriptions are already written and keyed onto CD format. Thousands of HR managers have depended on the print version of this product–now they’re flocking to get SmartJobs on CD! Try it at no cost or risk. Click for info
It was the news that BLR has now released its collection of 500 job descriptions, formerly only available in the classic, but shelf-filling Job Descriptions Encyclopedia, on CD, in a program called SmartJobs. That’s cause for celebration–now your job descriptions are a click away from being done.
And we’re talking virtually all of them, covering every common position in any organization, from receptionist right up to president. They are all there in BLR’s SmartJobs on CD.
Importantly, these are descriptions you can depend on. Our collection has been constantly refined and updated over time, with descriptions revised or added each time the law, technology, or the way we do business, changes.
More than 500 prewritten, legally reviewed job descriptions ready at the click of your mouse. Use as is, or easily modify, save, and print. Pay grades already attached. Try BLR’s remarkable SmartJobs program at no cost. Click to learn more
Revised for the ADA, Pay Grades Added
There was a major revision, for example, following the passage of the ADA. In fact, BLR editors took every one of those 500 descriptions apart and reassembled them to be ADA-compliant.
Another, more recent addition was pay grades for each job, based on BLR’s extensive annual surveys of exempt and nonexempt compensation, and on other data.
According to our customers, this is an enormous time-saver, enabling them to make compensation decisions even as they define the position.
SmartJobs also includes an extensive tutorial on setting up a complete job descriptions program, and how to encourage participation from all parts of the organization. That includes top management, the employees, and any union or other collective bargaining entity.
Twice Yearly Updates, No Additional Cost
Very important these days, updates are included in the program as a standard feature—key at a time of constantly changing laws and yes, emerging technologies. And the cost of the program is extremely reasonable, averaging less than 66 cents per job description … already written, legally reviewed, and ready to adapt or use as is.
You can evaluate BLR’s SmartJobs at no cost in your office for up to 30 days. Just click here, and we’ll be delighted to send it to you.