HR Professional - April/May 2008 - (Page 45)

have an idea of how much information that they, or their friends, are making public. I would caution HR professionals to treat a personal posting of something they view as unsavoury the same as they would any other workplace conduct allegation. The matter requires further investigation before a verdict is rendered. In the case of the bank employee who ended up at a Halloween party, you don’t know that he didn’t go to a funeral before he went to the party. That moment was just a snapshot and not the totality of what took place that day. HRP: How do you deal with an employee who is divulging conﬁdential company information on his/her blog? CM: If it’s publicly accessible, it’s quite legitimate for HR to approach the individual and inform them that they are breaching the company’s conﬁdentiality policy. When they came into the company, they agreed to certain limitations about how they could communicate about the company’s work. HRP: What’s the difference between spying and a company exercising diligence by monitoring employees’ online activities? CM: There was a lot of sensitivity when these tools were ﬁrst implemented because the public was concerned that their basic right of self expression was being violated by employers. But it’s been More than of candidates falsify their resume 22% Prevent frauds and manage risks while selecting the right people. As one of the most trusted preemployment firms in Canada, we provide you with expert advice to help you hire the right candidate. What we do: .: .: .: .: .: reference criminal and civil record credit scoring and bankruptcy diploma, accreditation driving record, immigration status, international security LABOUR AND EMPLOYMENT LAW‘S BEST PRACTICE Profiled in the Ottawa Business Journal and Canadian Lawyer as Ottawa’s top labour and employment law firm. ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ ■ occupational health and safety workplace safety and insurance privacy compliance labour arbitration wrongful dismissal labour board proceedings collective bargaining employment standards employment contracts human rights workplace policies pay equity Contact us today, for a safer work environment: 604.664.7146 800.663.1916 ext. 7146 or infopreemployment@bc.garda.ca Glebe Chambers 707 Bank Street Ottawa, Ontario K1S 3V1 Visit our new web site: gardaglobal.com Telephone: (613) 563-7660 Facsimile: (613) 563-8001 www.emondharnden.com Services dans les deux langues officielles w w w.H RThought 354707_Edmond.indd 1 L eader. c om 11/19/07 10:20:29 PM 365507_Garda.indd 1 A p r i l / M a y 2 0 0 1/14/08 8 45 11:05:35 AM http://www.garda.ca http://www.emondharnden.com http://www.HRThoughtLeader.com

Table of Contents Feed for the Digital Edition of HR Professional - April/May 2008

HR Professional - April/May 2008 Contents Editor's Letter Contributors Leadership Matters By the Numbers On the Web Careers World Watch Accounting Health & Safety Foreign Professionals Management Office Life Legal Compensation Web 2.0 @ Work Talent Management Systems On Message Strategy HR 101 Interview With Colin Mackay Off the Shelf The Last Word

HR Professional - April/May 2008

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