Millions of us use professional network LinkedIn as a sales, marketing and database tool, either through personal profiles or LinkedIn groups.
Some of us have a few contacts, while others have hundreds – but the ownership of these on the site has been the subject of legal debate in the UK and abroad...
For more details see LinkedIn contacts: who owns what? (Philip Landau, The Guardian).
The realities of work and new forms of web-based communication technology
Showing posts with label Employment law. Show all posts
Showing posts with label Employment law. Show all posts
The law of work blogging
I just came across a blog article about work-related blogs that comes via the Hofstra Labor & Employment Law Journal.
It's called "Blog Wars: Employer Controls and Employee Rights Regarding Personal Blogging".
It's written by Kyle Mitchell.
The article is based on USA labour law but worth a look whatever the case may be.
To view it click HERE.
It's called "Blog Wars: Employer Controls and Employee Rights Regarding Personal Blogging".
It's written by Kyle Mitchell.
The article is based on USA labour law but worth a look whatever the case may be.
To view it click HERE.
Asperger syndrome and employment
My research in a short career so far has concentrated on workplace misbehaviour and employee uses for Web 2.0 communication technology.
More recently, however, I have also been working on a quite different area - adults who have Asperger syndrome and the many problems they have seeking and holding down jobs.
It's a very new area for employment researchers and I've only mentioned it once on my blog before.
The outcome is working paper I intend to present to a sociology conference next week.
My paper is entitled: A labour process analysis of the exclusion of adults with Asperger syndrome from the workplace.
It's really an attempt to look at what sociologists can contribute to helping with the problem.
A paper can be viewed here (please contact me with any comments).
The abstract is as follows:
By comparison with the general employment experiences of adults with a recognised disability, adults with Asperger syndrome – a ‘social’ disability – have been found to have extreme problems when seeking and holding down long-term employment opportunities.
More recently, however, I have also been working on a quite different area - adults who have Asperger syndrome and the many problems they have seeking and holding down jobs.
It's a very new area for employment researchers and I've only mentioned it once on my blog before.
The outcome is working paper I intend to present to a sociology conference next week.
My paper is entitled: A labour process analysis of the exclusion of adults with Asperger syndrome from the workplace.
It's really an attempt to look at what sociologists can contribute to helping with the problem.
A paper can be viewed here (please contact me with any comments).
The abstract is as follows:
By comparison with the general employment experiences of adults with a recognised disability, adults with Asperger syndrome – a ‘social’ disability – have been found to have extreme problems when seeking and holding down long-term employment opportunities.
The eclectic literature that explores this emergent problem suggests the widespread exclusion of individuals with Asperger syndrome from the workplace is a multi-dimensional and highly complex problem, and the ‘problem’ is unlikely to be resolved without input from many professional fields of practice.
However, a key dimension to the problem is that until now problems of exclusion have been examined without drawing on a mass of social science literature based on the critical examination of work organisations.
As such, this paper investigates the problem from a labour process perspective – that is, how a labour process based on prioritising profits and targets is likely to conflict with attempts to make necessary and ongoing adjustments for such individuals.
The main approach and method used in the paper involves analysis of secondary qualitative data.
Particular attention is given to the role that socially organised resistance to organisational control, associated with informal groups rather than trade unions, plays in the exclusion of individuals with Asperger syndrome from the workplace.
The key findings suggest the benefits of specialist intervention practices, usually provided by external consultants, is quickly neutralised where employers knowingly or unknowingly marginalise or undermine day-to-day socially organised attempts to support such employees.
Recommendations are made on the character and direction by which future research in this area should progress.
Employment law and social networking sites
I came across a law-based paper the other day that looks at the dilemmas employers face when employees over-use social networking websites on work time.
A summary of the paper is as follows:
This article considers how relevant UK legislation and employers’ policies impact on the use of social networking sites, highlights some of the problem areas that cause employers most concern and provides guidance on how employers can take practical steps to avert the dangers involved.
If you are a manager or employer who needs to understand the legal risks of online social networking use and requires practical advice on what steps you can take to mitigate them, then see Online Social Networking: The Employer's Dilemma (The Register) for more details (requires minimal registration).
A summary of the paper is as follows:
This article considers how relevant UK legislation and employers’ policies impact on the use of social networking sites, highlights some of the problem areas that cause employers most concern and provides guidance on how employers can take practical steps to avert the dangers involved.
If you are a manager or employer who needs to understand the legal risks of online social networking use and requires practical advice on what steps you can take to mitigate them, then see Online Social Networking: The Employer's Dilemma (The Register) for more details (requires minimal registration).
How do you rate your employment law knowledge?
Just a quick posting for a change.
Test your knowledge of British employment law by taking the CIPD's 'Seasonal Employment Law Quiz'.
You can access the quiz here.
I've not done it myself yet, but if anyone wishes to say how they got on they could use the comments function.
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