Source: Richard Wells, Labor: Studies in Working-Class History, Vol. 15 no. 3, September 2018
From the abstract:
This article takes stock of the recent union organizing in digital media. It offers some context, beginning with a discussion of the crisis in the traditional, printbased news business that is both cause and effect of the growth of the digital news media. The article then provides a sampling of the ways in which this crisis has been diagnosed and understood, in terms of the basic economics of the business and in terms of its dire implications for the public sphere. A review of the main themes in the history of union-based struggle in the news industry, followed by considerations of the union role on the infrastructural side of the increasingly Internet-based communications industry, helps pinpoint both the challenges and the possibilities represented by the unionization of digital media workers.
Source: Molly Fosco, Ozy, November 20, 2018
….Hustle is just one of a number of startups — on both sides of the aisle — that have emerged in recent years and are leveraging technology beyond traditional social media platforms in grassroots and political organizing. As national political debate gets increasingly heated, they’re witnessing growing traction, with unprecedented usage in the just-concluded midterms. For liberals, they’re tools to resist the Trump presidency. For conservatives, they’re weapons to fight back against those progressive efforts.
Ragtag, founded in 2016, connects people who have technical skills to left-of-center campaigns and organizations that need them. The Action Network, started in 2012, is using an advanced digital toolkit to mobilize more volunteers in the progressive movement than ever before. OpnSesame and RumbleUp, both founded last year, are texting platforms similar to Hustle but are focused exclusively on conservative campaigns and causes. And i360, which started in 2009, is a Koch brothers–backed technology used by several conservative organizers that connects voter information with data from credit bureaus and previous voting records…..
Source: Maureen Minehan, Employment Alert, Volume 35 Issue 16, August 6, 2018
Gone are the days of employers casually reviewing social media to assess prospective hires. Instead, they are formalizing their social media screening practices.
That’s the conclusion of the 2018 MRINetwork Reputation Management Study, released in late May. According to the study, 18% of employers have formalized their process of reviewing candidate social media profiles and another 17% are considering doing so in the future.
“We would never hire without seriously searching all platforms,” one study participant noted.
Source: Sara H. Jodka, Employee Relations Law Journal, Vol. 44, No. 1, Summer 2018
While social media based discipline is an issue for employers, there are a number of other social media related issues that employers should be aware of. In this article, five are addressed, starting with the most familiar and common offender, social media discipline. Social media has been and will continue to be an issue for employers. It has become the way people, especially Millennials, who make up a significant amount of the restaurant-industry workforce, communicate. When most employers think about social media in the workplace, they tend to think solely in terms of the high-profile social media firing cases where employers have terminated employees for posts made on social media. While social media based discipline is certainly an issue for employers, there are a number of other social media related issues that employers should be aware of. In this article, five are addressed, starting with the most familiar and common offender, social media discipline.
Source: Monica Anderson, Skye Toor, Lee Rainie and Aaron Smith, Pew Research Center, July 11, 2018
As the #BlackLivesMatter hashtag turns 5 years old, a look at its evolution on Twitter and how Americans view social media’s impact on political and civic engagement….
Source: Paul M. Secunda, Notre Dame Journal of International and Comparative Law, Vol. 8, Issue 1, 2018
From the abstract:
U.S. workers are increasingly finding it difficult to escape from work. Through their smartphones, email, and social media, work tethers them to their workstations well after the work day has ended. Whether at home or in transit, employers are asking or requiring employees to complete assignments, tasks, and projects outside of working hours. This practice has a profound detrimental impact on employee privacy and autonomy, safety and health, productivity and compensation, and rest and leisure. France and Germany have responded to this emerging workplace issue by taking different legal approaches to providing their employees a right to disconnect from the workplace. Although both the French legislative and German corporate self-regulation models have their advantages, this paper puts forth a hybrid approach using existing U.S. safety and health law under OSHA to respond to this employee disconnection problem. Initially under the general duty of clause of OSHA, and then under OSHA permanent standards and variances, this article provides a uniquely American approach to establishing an employee right to disconnect from work.
Source: Jared Wadley, Futurity, September 29, 2017
Young people sharing videos about political or social causes online via social media may be more likely to engage in real-world activity to further that cause, new research suggests. The new research challenges the notion of “slacktivism,” which is a frequent way to describe young people’s political activity on social media.
Sharing beyond Slacktivism: the effect of socially observable prosocial media sharing on subsequent offline helping behavior
Source: Daniel S. Lane & Sonya Dal Cin, Information, Communication & Society, Latest Articles, July 3, 2017
From the abstract:
New forms of youth social and political participation have been termed ‘Slacktivism’ – low-cost online forms of social engagement that decrease subsequent offline participation. Previous experimental work has provided support for a ‘Slacktivism effect,’ but it is unclear if this theoretical model applies to youth media sharing on social networking sites. This study uses a novel sharing simulation paradigm to test the effect of publicly vs. anonymously sharing a social cause video on subsequent willingness to engage in offline helping behavior. Results show that publicly (as compared to anonymously) sharing a selected video on one’s own Facebook wall led to a greater willingness to volunteer for an issue-related cause. Participants’ existing use of social media for engagement in social issues/causes moderated the effect, such that only participants low in use of social media for social engagement were susceptible to the sharing manipulation. Implications for reconceptualizing media sharing as a unique form of online participation beyond ‘Slacktivism’ are discussed.
Source: Torsten Geelan and Andy Hodder, Industrial Relations Journal, Early View, September 14, 2017
From the abstract:
This article examines the activities of Union Solidarity International (USI), a new UK-based organisation in the international union arena. USI seeks to encourage and support international solidarity between trade unions and other worker movements around the world by harnessing the dynamism of the Internet and social media. Drawing on a combination of in-depth semi-structured interviews, documentary analysis, Google Analytics and social media data, the findings of this case study suggest that USI is successfully developing an international audience in the United States, the UK and Ireland. However, USI’s ability to reach beyond English-speaking countries and mobilise people to engage in collective action appears limited. The article makes an important contribution to the growing literature on social media in industrial relations through analysing the extent to which digital technologies can contribute to effective transnational labour solidarity.
Source: Dave Staiger, Labor Notes, September 1, 2017
When confronted with a concessionary demand at the bargaining table, what if you filled the room with rank-and-file members? What would happen?
Kalamazoo, Michigan, teachers received an urgent message in July from their union’s private Facebook account for members: in bargaining, the district was demanding a pay freeze.
Within an hour teachers began to arrive at negotiations; soon they packed the room and turned the bargaining process on its head. All told, 46 members showed up at the union office on a beautiful summer day. The rapid response dramatically changed the course of bargaining…..
Source: David L. Hudson Jr., ABA Journal, May 1, 2017
High-profile controversies over police shootings, questionable promotions, racial profiling, attacks on law enforcement and race-based incidents have led to an increase in public employees being disciplined for publicly posting commentary deemed offensive or incendiary.
Public employees have been suspended for all manner of speech—supporting the shooting of police officers, lauding officers for shooting citizens, criticizing their students or co-workers, mocking minorities or religions and for a litany of other messages on social media. ….
The number of such social media cases involving public employees disciplined for posts has been on the rise, observers say. …. In the past, public employees could engage in inflammatory speech on the telephone or in personal conversations at home or work without those conversations being memorialized. However, when public employees post such statements online for the world to see, there can be negative ramifications. …. However, some believe it’s unseemly to allow the government to punish employees for purely off-duty speech created in the privacy of one’s home. ….