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Is It Time To Regulate Or Nationalize Facebook?

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I was oblivious to the real significance of Facebook in everyday life until the company disabled my personal, private thomhartmann account. The list of “possible” reasons they posted for doing this included “impersonating a celebrity,” so maybe they shut me down because they thought I pretending to be that guy who’s a talk show host and author. (Facebook, if you’re reading this, I am that guy.)

It’s also possible somebody at Facebook took offense to my interviewing Judd Legum around that time about the groundbreaking research he’s been publishing over at popular.info pointing out the right-wing slant Facebook’s corporate management and founder have taken. Fact is, though, I have no idea why they did it.

When they first disabled my account and asked me to upload my driver’s license (which I did at least seven times over several weeks), I figured it was a mistake. Then, a month or two ago, they delivered the final verdict: I was out. I could “download” all my information if I wanted before they finally closed the door, but even when I tried to create a new account using my personal email address, they blocked my attempt saying that I already had a (disabled) account and thus couldn’t create another.

My first response was to say, on the air, the truth that I only checked Facebook once a week on average, and only followed close friends and my widely scattered relatives, having configured my personal account to be as private as possible. I figured I could do without knowing what my cousins’ kids, or my nieces and nephews, were up to; I could just call them or send them Christmas cards, after all. And the Salem International private group of international relief workers I was a member of could keep me up to date through our email listserv.

What I’ve discovered in the weeks since, particularly when one of my Salem friends in Germany was badly injured in a car accident last week, is that I was shockingly reliant on Facebook to keep in touch with family and friends. As the Joni Mitchell song goes, you don’t know what you’ve got till it’s gone.

Which raises for me the question—has Facebook gone from merely being a destination on the internet to something so interwoven in our lives that it should now be considered part of the commons and regulated as such?

Is it time to discuss taking Facebook out of private, for-profit hands?

Or, alternatively, is it time for the federal government to create a national town square, an everyperson’s civic center, to compete with it?

The history of Europe and the United States, particularly throughout the 19th century, often tells the story of how wealthy and powerful men would congregate in exclusive membership-only men’s clubs to determine the fate and future of governments, businesses, and even local communities. You’ll find them woven into much of the literature of that era, from Dickens to Doyle to Poe.

Because these clubs had strict membership requirements, they were often at the core of governmental and business power systems, helping maintain wealthy white male domination of society. The rules for both initial and continuing membership were typically developed and maintained by majority or even consensus agreement of their members, although the homogeneity of that membership pretty much insured that women, men of color, and men of “lower” social or economic status never had a say in public or private institutional governance.

Then, at the cusp of the 20th century, things changed.

The Panic of 1893 crashed over 600 banks, closed 16,000 businesses, and pushed one in five American workers out of a job. That, in turn, provoked a strong progressive backlash in the United States, including a celebration across the nation when, following the 1901 death of President McKinley, his vice president, Theodore Roosevelt, came out publicly as a progressive himself.

The first decade and a half of the 20th century saw an explosion of progressive reforms, best remembered as the time when Roosevelt and progressive Republican President Taft (who followed him) engaged in massive trust-busting, breaking up America’s biggest monopolies to make room for local, small, and medium-sized businesses to grow.

An often-overlooked phenomenon that also spread across the nation during that era was the creation of egalitarian, public civic centers, usually built and owned by local or regional governments.

While men’s clubs still were places where the brokers of great power and wealth could congregate and socialize (and still are today), these new publicly owned and open-to-all (or, until the 1960s, open-to-all-white-people) civic centers replaced the much smaller and less comfortable public parks and private pubs as places where average citizens could socialize, strategize, and form political movements at no cost.

Heavily used (along with public schools—many states passed laws authorizing their auditoriums to be used as civic centers) by progressive political movements like the suffragists, these public squares became an essential building block of movement politics.

Today, the public dialogues and even local or regional discussions about local and national politics have moved from the men’s clubs (1700-1900) to the civic centers (1901-1990s) to the internet. And the largest host of them is Facebook.

While Facebook is currently embroiled in a controversy over whether it’s wrong for it to allow Trump’s political advertising that contains naked lies, the debate over fully or partially nationalizing the platform has gotten much less coverage.

But it’s an important issue and deserves more attention. Facebook was so critical to Donald Trump’s 2016 election efforts, for example, that his Facebook manager, Brad Parscale, has been elevated to managing the entire Trump 2020 effort—again, with Facebook at the center of it.

Political change flows out of public dialogue.

The American Revolution would probably never have gotten off the ground were it not for public meeting places—the most famous being Sam Adams’ tavern. Similarly, churches open to the public (although privately owned but regulated on a nonprofit basis) were the core of the 20th century’s Civil Rights movement.

Facebook has, for millions, replaced these public places—from pubs to churches to civic centers—as a nexus for social, cultural and political interaction. As such, it’s come to resemble a public communications utility, a part of the natural commons.

When radio achieved the equivalent of four hours of “face time” a day for the average American, in 1927 and 1934 we passed comprehensive regulation of the industry to prevent the spread of disinformation and mandate responsible broadcasting practices.

Similarly, our nation’s telephone systems have been both nationalized (during World War I) and repeatedly heavily regulated since 1913 to ensure users’ privacy and prevent the exploitation of customers by “Ma Bell.”

Facebook has, for many Americans, become a primary source of news as well as a social, political, and civic activity center. It controls about a third of all web traffic.

If starting from scratch, it would be hard to imagine such a central nexus for such critical interactions without envisioning it as a natural commons, like a civic center or broadcasting service.

The company’s control of that commons in ways that invade Americans’ privacy and disrupt democracy have been so egregious that Senator Ron Wyden, one of America’s most outspoken digital privacy advocates, has openly speculated about sending Mark Zuckerberg to prison. As Senator Wyden and others point out, we regulate radio, TV and newspaper advertising; how did Facebook get a free pass when they have a larger “news” reach than any other medium?

One solution is to regulate Facebook like a public utility. Alternatively, the federal government could take majority ownership of the company—or fund an alternative to it—so it or the government version of it can be run not just to enrich executives and stockholders but, like the Ma Bell of old, to also serve the public good.

At least in the days of Ma Bell, I had access to a phone regardless of my politics, and the company couldn’t sell access to the contents of my phone calls.

This article was produced by Economy for All, a project of the Independent Media Institute.

This article was originally published at OurFuture on December 10, 2019. Reprinted with permission.

About the Author: Thomas Carl Hartmann is an American radio personality, author, former psychotherapist, businessman, and progressive political commentator.

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FTC strikes $5B Facebook settlement against fierce Democratic objections

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Nancy ScolaSteven Overly The FTC on Wednesday officially unveiled its $5 billion data privacy settlement with Facebook — adding to the outrage of Democratic lawmakers and regulators who called the provisions far too mild to hold the social media giant accountable or deter future misdeeds.

In addition to the fine — by far the largest privacy-related settlement the FTC has ever won from a company — the agreement calls for Facebook to establish an internal privacy oversight committee, according to the agency, “removing unfettered control by Facebook’s CEO Mark Zuckerberg over decisions affecting user privacy,” the FTC said in a statement Wednesday that came just as special prosecutor Robert Mueller’s long-awaited testimony in Congress was commanding people’s attention throughout Washington.

“The magnitude of the $5 billion penalty and sweeping conduct relief are unprecedented in the history of the FTC,” said FTC Chairman Joe Simons when announcing the settlement. “The relief is designed not only to punish future violations but, more importantly, to change Facebook’s entire privacy culture to decrease the likelihood of continued violations.”

The settlement, though, does not hold Facebook executives, including CEO Mark Zuckerberg, personally liable for privacy violations at the company. (The extent of Zuckerberg’s personal exposure under the settlement is a requirement that he certify to the FTC on a quarterly basis that the company is carrying out a privacy program for assessing and disclosing privacy risks.) And the $5 billion fine is far lower than the sum that agency employees had initially discussed seeking to collect from Facebook — a figure that could have been greater than $30 billion, according to a House Judiciary Committee aide briefed on the negotiations.

FTC officials “had been discussing a much more substantial fine, so I’m very disappointed” with the $5 billion figure, House antitrust subcommittee chairman David Cicilline (D-R.I.) told POLITICO in an interview Tuesday.

Wednesday’s FTC announcement confirmed that the two commission’s two Democratic members, who favored stiff punishment for Facebook, had voted no when its five-person board approved the deal behind closed doors earlier in July.

Democrat Rohit Chopra explained Wednesday that he voted against the deal in part because of its treatment of Facebook’s top officials.

“It doesn’t fix the incentives causing these repeat privacy abuses. It doesn’t stop $FB from engaging in surveillance or integrating platforms. There are no restrictions on data harvesting tactics — just paperwork,” Chopra said on Twitter. “Mark Zuckerberg, Sheryl Sandberg, and other executives get blanket immunity for their role in the violations. This is wrong and sets a terrible precedent. The law doesn’t give them a special exemption.”

And the commission’s other Democrat, Rebecca Slaughter, said in a statement, “I believe we should have initiated litigation against Facebook and its CEO Mark Zuckerberg. The Commission would better serve the public interest and be more likely to effectively change Facebook by fighting for the right outcome in a public court of law.”

The FTC case, inspired by Facebook’s involvement in last year’s Cambridge Analytica data scandal, was widely viewed as a test for the agency and its Trump-nominated chairman, Joe Simons, on their ability to hold tech companies accountable for their privacy practices. But early rumblings about the outlines of the settlement in mid-July prompted Facebook’s stock price to jump — a sign that investors believe the company had escaped serious harm — and brought criticism from lawmakers of both parties.

Under the settlement, which binds the company for 20 years, Facebook agreed to restrictions on specific data-handling practices. The company, for example, may not use phone numbers collected from users for security reasons to advertise to them. And it must both make plain how it is using facial recognition technologies in its products and ensure that user passwords are encrypted.

Facebook, for its part, said the deal would reform how the company handles user privacy — while also making clear that it’s being held to a higher standard than other U.S. corporations.

Facebook general counsel Colin Stretch said in a statement, “The agreement will require a fundamental shift in the way we approach our work and it will place additional responsibility on people building our products at every level of the company.” Added Stretch, “The accountability required by this agreement surpasses current US law and we hope will be a model for the industry.”

But critics who believe the agency failed its test to make a tech giant answer for privacy failures may have to turn to Congress as their best hope for doing what they believe the Trump administration won’t.

“This fig leaf deal releases Facebook without requiring any real privacy protections — no restraints on future data use, no accountability for top executives, nothing more than chump change financial fines,” Sen. Richard Blumenthal (D-Conn.) said in a statement. “This tap on the wrist, not even a slap, makes Congressional action all the more urgent to set strong privacy rules and enforce them vigorously.”

The FTC case was provoked by last year’s revelations that Cambridge Analytica, a now-defunct political consulting firm that had worked for President Donald Trump’s 2016 campaign, gained improper access to information on tens of millions of Facebook users.

The scandal prompted additional federal action announced in tandem with the FTC’s settlement Wednesday. The agency also said it’s suing Cambridge Analytica after the firm, which is no longer in operation and filed for bankruptcy last year, didn’t settle allegations that it engaged in false or misleading behavior about its actions and lied about complying with the EU-U.S. privacy shield agreement, a legal safe harbor for transatlantic data transfers. In announcing the lawsuit, the FTC said further that it did settle with two central figures in the scandal — former Cambridge Analytica CEO Alexander Nix and app developer Aleksandr Kogan — who agreed to accept restrictions on future business dealings and delete and destroy any personal data collected.

Separately, the Securities and Exchange Commission announced Wednesday that Facebook will pay $100 million to resolve charges that it withheld information about the Cambridge Analytica flap from shareholders. The company for more than two years failed to properly disclose that Cambridge Analytica had compromised Facebook user data, the SEC had alleged.

The FTC action against Cambridge Analytica drew unanimous support from the commission, throwing into sharper relief the partisan split on the larger move against Facebook itself. That divide echoes a broader dynamic of Washington in the Trump era, in which members of both parties have castigated abuses by the tech industry but Democrats accuse Republicans of taking actions that only further empower the moneyed giants of Silicon Valley. The president has pilloried the tech industry time and again, accusing Amazon of skimping on its taxes and ripping off the U.S. Postal Services, and alleging that Facebook, Twitter and Google censors conservatives. Yet none of the president’s critiques have resulted in action, and the industry has ultimately prospered under the administration’s 2017 tax overhaul.

And tech has spent recent years amassing an army of allies to try and ensure that its Washington fortunes remain rosy despite criticism from both sides of the aisle. Companies like Facebook, Google and Amazon have spent record sums bankrolling lobbyists, trade associations and think tanks with influence across the political spectrum — with Facebook and Amazon each spending more than $4 million on federal lobbying alone during the quarter that ended on June 30.

Some industry critics fear U.S. regulators remain outmatched by Silicon Valley’s deep pockets and technological savvy. Facebook alone is worth a half-trillion dollars and has nearly 30 employees for every one of the FTC’s.

Still, the FTC action could give new momentum to the efforts of lawmakers eager to check the power of big tech companies.

Members of both parties routinely condemn the data-collection practices of the big internet firms, and bipartisan negotiations are underway in Congress to develop a national data protection law. Despite early optimism on both sides, those talks have dragged on without results as partisan sticking points have emerged. In particular, many Democrats want a law to let Americans sue corporations over privacy failures, and they oppose any federal measure that would weaken privacy rules in California and other states.

The settlement, however, could help lawmakers break through their apparent impasse, giving Democrats — and the handful of GOP critics of the settlement, such as Sens. Josh Hawley of Missouri and Marsha Blackburn of Tennessee — an even greater sense of urgency behind the need to get firm privacy rules on the books.

For now, the biggest privacy gauntlet that U.S. tech firms face is in Europe, where a sweeping privacy law enacted last year gives regulators the authority to impose multibillion-dollar fines over data violations. European regulators have faced accusations of failing to wield that power aggressively, but the law opens an additional dimension to the scores of EU investigations and massive fines that Silicon Valley firms have faced over issues like antitrust.

Trump has shown some signs of favoring a European-style approach. Asked in a June CNBC interview about the market power of U.S. tech giants, the president suggested following Europe’s lead.

“They get all this money,” he said. “Well, we should be doing — they’re our companies. So they’re actually attacking our companies. But we should be doing what they’re doing.”

John Hendel and Zachary Warmbrodt contributed to this report.

This article was originally published by Politico on July 24, 2019. Reprinted with permission. 

About the Author: Nancy Scola is a senior technology reporter for POLITICO Pro. For more than a decade, Scola has covered the intersections of technology, politics, and public policy for a wide variety of outlets. She has served as a tech policy reporter for the Washington Post, a contributing writer at Next City, and a tech and politics correspondent for the Atlantic. As a freelance writer, she has contributed to the Atlantic, Washingtonian, Reuters, and many other publications.

Scola grew up in northern New Jersey and is a graduate of both the George Washington University and Boston University, with degrees in anthropology from each. She lives in Capitol Hill.

About the Author: Steven Overly covers technology policy and politics for POLITICO with a special focus on the industry’s effort to influence decisions in Washington. He previously spent seven years as a reporter and editor at The Washington Post. Steven holds a degree in journalism from the University of Maryland, College Park, and a master’s degree from Columbia University, where he studied as a Knight-Bagehot Fellow in Economics and Business Journalism. A native of the Washington metro region, Steven currently resides in the District.


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Facebook’s gender bias goes so deep it’s in the code

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A hurricane has been brewing at Facebook.

After years of suspicion, a veteran female Facebook engineer decided to evaluate what if any gaps there were in how female and male engineers’ work was treated.

She did it “so that we can have an insight into how the review process impacts people in various groups,” the Wall Street Journal learned exclusively.

Her analysis, conducted in September, found that female engineers’ work was rejected 35 percent more than their male counterparts based on five years of open code-review data. Women also waited 3.9 percent longer to have their code accepted and got 8.2 percent more questions and comments about their work.

Only 13 percent of Facebook’s engineers are women, 17 percent across all tech roles.

The identity of the engineer is unknown, but her findings sparked a whirlwind discussion of gender bias inside the social network after it was released last year. A group of senior Facebook officials led by Facebook’s head of infrastructure, Jay Parikh, conducted their own review of the engineer’s analysis and concluded that the rejection gap was because of the engineer’s rank rather than gender.

Facebook confirmed Parikh’s findings, calling the engineer’s data incomplete, the Wall Street Journal reported. Parikh said in an internal report revealing his analysis that while the gender component wasn’t “statistically significant” it was “still observable and felt by many of you,” and urged employees to take the company’s voluntary implicit bias training.

The report is the latest incidence of the tech industry’s rampant diversity and inclusion problem. In recent years, tech companies such as Facebook, Google, and Yahoo have tried to tackle this by releasing annual diversity reports, which have shown marginal improvements in racial and gender disparities.

But Silicon Valley’s gender problem goes beyond the numbers. Facebook is the second major tech company this year to have potentially damning evidence of gender bias exposed by an employee. Earlier this year, former Uber engineer Susan Fowler detailed her experiences with sexual harassment and stalled career path at the company. Fowler’s story ballooned into a media firestorm, one that Uber still hasn’t recovered from.

Neither of Facebook’s analyses and methodologies have been independently verified, but the preliminary results and Facebook’s response fall in line with how companies have previously dealt with allegations of sexism. Past surveys and studies have found that men in tech often don’t think there’s a gender problem in the industry. And when women report incidents of sexual harassment as culturally pervasive, men have said they were unaware.

Hopefully, Facebook’s voluntary bias training, which stresses bias’ impact and how to get rid of it, will become mandatory.

This post appeared originally in Think Progress on May 2, 2017. Reprinted with permission.

Lauren C. Williams is the tech reporter for ThinkProgress. She writes about the intersection of technology, culture, civil liberties, and policy. In her past lives, Lauren wrote about health care, crime, and dabbled in politics. She is a native Washingtonian with a master’s in journalism from the University of Maryland and a bachelor’s of science in dietetics from the University of Delaware.


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Facebook Just Made Sure Even Their Janitors Are Making At Least $15 An Hour

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Facebook issued new employee benefit guidelines that raise minimum pay to $15 and extends leave for third-party contract employees who work behind the scenes on the social network’s campuses. In a blog post Tuesday, Facebook’s chief operations executive Sheryl Sandberg wrote that contractors and vendors in U.S. will have to adhere to new standards, including a $15 minimum wage, at least 15 days paid leave for vacation, sick days and holidays, and a $4,000 new child benefit for parents who don’t get paid parental leave.

Effective May 1, the new benefits will cover contract employees who work as cooks, janitors, security guards and other support staff at Facebook’s headquarters in Menlo Park, California. The company plans to extend the benefits to third-party vendors with more than 25 employees at its other 16 campuses in the U.S. over the next year.

Facebook will also absorb extra costs from the new program until contract companies can meet the new standards, a Facebook representative told the Wall Street Journal. The new program, which Sandberg said will primarily benefit women who make up two-thirds of the minimum wage workforce, aims to bring temporary or contract workers closer to the perks Facebook employees get, such as three weeks vacation, parental leave and new baby bonuses.

The move also follows a strong backlash from Silicon Valley’s invisible workforce. The employees tech companies lean on to provide the benefits full employees get such as free transportation, meals, security and personal grooming services, often face untenable work schedules with skimpy compensation by contracting companies. Earlier this year, shuttle bus drivers for Facebook employees unionized to fight grueling shifts and better pay. Amazon, which has frequent labor disputes, recently removed a controversial clause in its employment contract that banned seasonal and contract workers from getting jobs at companies that may only remotely compete with the online retailer.

Google hired more than 200 security guards last year instead of contracting the services out, giving them the same benefits — retirement, health insurance and paternity leave — as the company’s other employees. In a less traditional move, Apple and Facebook also expanded their health benefits, allowing female employees to freeze their eggs under the company’s insurance plans.  

This blog was originally posted on Think Progress on May 13, 2015. Reprinted with permission.

About the author: The author’s name is Lauren C. Williams. Lauren C. Williams is the tech reporter for ThinkProgress with an affinity for consumer privacy, cybersecurity, tech culture and the intersection of civil liberties and tech policy. Before joining the ThinkProgress team, she wrote about health care policy and regulation for B2B publications, and had a brief stint at The Seattle Times. Lauren is a native Washingtonian and holds a master’s in journalism from the University of Maryland and a bachelor’s of science in dietetics from the University of Delaware.


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A “Like” is a Like, Court Says, and is Protected Free Speech

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portrait-schwartzIn a closely watched case, the Fourth Circuit Court of Appeals held yesterday that a “Like” on Facebook is a form of speech that is protected under the First Amendment.

In doing so, it kept alive a lawsuit brought by an employee who claims he was fired for supporting an political candidate who was running against his boss.  The WSJ Law Blog has some additional details and you can download the decision here.

The Court said that a “like” is the internet equivalent of a candidate yard sign:

 In sum, liking a political candidate’s campaign pagecommunicates the user’s approval of the candidate and supportsthe campaign by associating the user with it. In this way, itis the Internet equivalent of displaying a political sign inone’s front yard, which the Supreme Court has held issubstantive speech

While the case arises in Virginia, it could have some important implications to employers in Connecticut, as I commented in a Law360 article (registration required) late yesterday:

The appeals court’s conclusion that former sheriff’s deputy Daniel Carter’s “like” of a candidate challenging the incumbent for a sheriff post in Virginia was protected by the First Amendment came as no great surprise to attorneys following the case and showed that courts will treat social media communications the same as more conventional modes of self-expression, lawyers told Law360 on Wednesday.

“The court’s decision is confirming what many of us have long suspected, which is that speech on Facebook may be protected under the First Amendment,” said Shipman & Goodwin LLP partner Daniel Schwartz.

The ruling will likely have an impact in some states, including Connecticut, that protect private employees from being disciplined for exercising First Amendment rights, Schwartz said. But the decision may also shed light on how the NLRB will tackle the question of whether an employee clicking the “like” button is protected by the National Labor Relations Act, an issue pending before the labor board in a case called Triple Play Sports Bar.

Of course, the decision leaves a lot of questions unanswered. Will a “like” always be protected? What if you are “liking” a page just to track it? How do you know when a “Like” is really for liking a page?

And of course, what about other similar actions on other social networks? Is an “endorsement” on LinkedIn really anendorsementof an employee’s views? Is a retweet on Twitter a supportive role? What about a “+1? on Google+? Or a Heart on Instagram?

It can go on and on.  All these questions will continue to arise as long as social media continues its growth.

For employers, the decision confirms something I’ve preached about in our seminars: That online speech may be protected under state law or even the First Amendment under some circumstances.   Before taking action on such speech, make sure you understand the laws in play and seek local counsel if you have any concerns as well.

And, of course, if you like this post, feel free to “like” it below.  Though let’s agree that sometimes a “like” is really just something else entirely.

This article was originally printed on Connecticut Employment Law Blog on September 19, 2013.  Reprinted with permission.

About the Author: Daniel Schwartz is an experienced employment law attorney, a Bar leader, an award-winning author, and a noted speaker. He is a partner at Shipman & Goodwin LLP.


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Workers Win Facebook Fight Against Huge Supermarket Chain

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Two labor unions representing workers at supermarket chains are reporting success in efforts to protect their members from employers who want to impose restrictive rules on the use of social media outside the workplace.

Leaders of the United Food & Commercial Workers (UFCW) union and the Teamsters have successfully backed down a large multinational conglomerate that attempted to impose such restrictions on more than 100,000 workers across the New England and Mid-Atlantic regions, union officials said.  Complaints to the National Labor Relations Board (NLRB) have resulted in the New York-based unit of the company withdrawing the disputed policy, and a settlement of similar complaints is imminent in the Baltimore area, they said.

The fight erupted late last year when supermarket chains owned by the Dutch retailing conglomerate Royal Ahold began demanding that employees sign a “Social Policy Guidelines” document that warned of dire consequences if workers used social media outlets like Facebook and Twitter to communicate too freely about their jobs. The grocery chains—Stop & Shop in New England/New York, Giant Food in the Mid-Atlantic, Martin’s Food Markets in Virginia, and a separate home delivery service called Peapod—threatened disciplinary action, including possible dismissal, if employees refused to sign the document or violated any of the guidelines.

For Jeff Armstrong, a five-year employee at the Giant store in Rehoboth Beach, Del., the threat of dismissal for refusing to sign was startling. “I couldn’t believe it. They called us in and made us sit down in front of a terminal. They said â€Read this, then sign it.’ They told us you had to sign right then and there, and that if you didn’t sign, you could be fired,” Armstrong said. Feeling pressured, he reluctantly signed.

But Armstrong grew angry as he discussed the humiliating incident with co-workers and reconsidered it in his own mind. A UFCW member, he talked to his shop steward and other union representatives. Impatient for action and determined to assert his own rights, he ultimately took a courageous step and personally filed a complaint against Giant with the NLRB regional office in Baltimore.

He didn’t know it at the time, but complaints were already starting to pile up at NLRB offices. Ritchie Brooks, president of Teamsters Local 730 in Washington, D.C., was hearing stories similar to Armstrong’s from his members at a Giant warehouse in the Maryland suburbs.

“I told the guys not to sign anything. They (Giant) can’t pull this shit. It was retaliation, plain and simple. They did it (imposed the social media policy) because in 2010-2011 we fought them on the contract,” Brooks said, referring to heated contract talks in which Giant has sought to cut Teamster jobs in the area.

Brooks quickly filed an NLRB complaint and was joined by two other Teamster locals in the region that also have contracts with Giant. Filing a separate complaint was UFCW Local 400, which represents thousands of Giant employees in Maryland and Virginia. Significantly, Local 400 is also involved in nascent efforts to organize workers in the Martin’s Food Markets chain, which is one of several non-union operations under the Ahold umbrella.

Meanwhile, the same issues were coming to a head in the New York area. Tony Speelman, secretary-treasurer of UFCW Local 1500, represents about 5,500 Stop & Shop employees in New York City and its suburbs. He says he received dozens of reports from members when Stop & Shop sought to impose the social media guidelines in a way virtually identical to Giant. In March Local 1500 filed an NLRB complaint, charging that the guidelines were a violation of federal labor law and of the civil rights of workers, he said.

“ It is our belief that Stop & Shop has implemented a policy that is vague, overbroad and in violation of the civil rights of our members employed at their stores. Furthermore they did so without first bargaining with our union. That action alone is in violation of federal labor law,” Speelman stated in announcing the complaint.

If not in agreement with Speelman, Stop & Shop executives at least recognized they had a legal problem. Last month, the guidelines were withdrawn and are currently under review, Speelman says.

Contacted by Working In These Times for comment, Ahold USA spokeswoman Tracy Pawelski said the company would not make anyone available for a telephone interview to discuss the policy. Separate offices for Giant and Stop & Shop also declined to discuss the matter, and refused or ignored repeated requests for copies of the disputed guidelines.  Stop & Shop spokeswoman Arlene Putterman insisted that new social media guidelines are now in effect, but wouldn’t say what they were or how they are different than those that had been withdrawn.

In any event, a settlement of the charges in NLRB’s Baltimore region appears to be imminent, according to NLRB spokeswoman Shelly Skinner. Documents have been circulated among all the parties to the complaints, Skinner said, and the NLRB is taking the position that the language of the Giant policy is overly broad. The labor agency also sees merit in the charge that the policy could chill the exercise of the employees’ protected rights, she said. Armstrong added that his understanding of the settlement is that Giant will no longer threaten dismissal for employees who refuse to sign the policy document.

For UFCW, this victory is part of a larger struggle taking place in the realm of social media, according to Amber Sparks, director of new media at the union’s international headquarters in Washington, D.C. The union is using social media, especially Facebook, as a way to connect workers with each other and their union, she said. These efforts are provoking reactions from employers like Giant who see Facebook campaigns for fair labor contracts, or new organizing initiatives, as a threat, she said.

For Armstrong, his experience has given him a unique perspective on the NLRB, which yesterday released its latest report on employer social media policies, and on the political fights that have engulfed the agency since President Barack Obama took office.

“When I read these stories about the NLRB, it makes my skin crawl,” Armstrong says. “I have nothing but the highest regard for the NLRB people I’ve worked with. There is no other agency that is there to protect employees, and that is why the companies get so upset.  As far as I am concerned the NLRB people are wonderful—they are there for the employee when there is no place else to go.”

This blog originally appeared in Working in These Times on June 1, 2012. Reprinted with permission.

About the Author: Bruce Vail is a Baltimore-based freelance writer with decades of experience covering labor and business stories for newspapers, magazines and new media. He was a reporter for Bloomberg BNA’s Daily Labor Report, covering collective bargaining issues in a wide range of industries, and a maritime industry reporter and editor for the Journal of Commerce, serving both in the newspaper’s New York City headquarters and in the Washington, D.C. bureau.


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Employee Rights Short Takes: Supreme Court Hears Equal Protection Case, Firing For Facebook Posts May Be Illegal & More

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Texas Doctor To Collect Over 10 Million On Defamation/Breach of Contract Case

The Supreme Court of Texas cleared the way for Dr. Neal Fisher, a Dallas physician, to collect his 9.8 million dollar verdict against Pinnacle Anesthesia Consultants – an anesthesia group of which he was a shareholder and founding member.

Fisher sued Pinnacle for defamation and breach of contract when Pinnacle falsely accused him of alcohol and drug abuse after he raised concerns about an increasing volume of patient complaints and questionable billing practices. In 2007, a Dallas jury unanimously rendered a verdict in his favor. Last year the court of appeals upheld the verdict.

This month, the Supreme Court of Texas issued an order declining to hear the case which means that the verdict stands. With pre and post judgment interest, it is reported that Pinnacle will have to pay Dr. Fisher somewhere in the vicinity of $10.8 million dollars. Fisher has been recognized as one of the top five anesthesiologists in the state of Texas. For more about the case, read here.

EEOC Issues GINA Regulations

The Equal Employment Opportunity Commission issued final regulations this month for purposes of implementation of the Genetic Information Non Discrimination Act of 2008 (GINA). Under GINA, it is illegal to discriminate against employees or applicants for employment because of genetic information. According to the Equal Employment Opportunity Commission:

GINA was enacted, in large part, in recognition of developments in the field of genetics, the decoding of the human genome, and advances in the field of genomic medicine. Genetic tests now exist that can inform individuals whether they may be at risk for developing a specific disease or disorder. But just as the number of genetic tests increase, so do the concerns of the general public about whether they may be at risk of losing access to health coverage or employment if insurers or employers have their genetic information.

Congress enacted GINA to address these concerns….

The final GINA rules published by the EEOC on November 9, 2010 prohibits the use of genetic information or family medical history in any aspect of employment, restricts employers from requesting, requiring, or purchasing genetic information, and strictly limits employers from disclosing genetic information. Family medical history is covered under the Act since it is often used to determine whether someone has an increased risk of getting a disease, disorder, or condition in the future. The Act also prohibits harassment or retaliation because of an individual’s genetic information. For more about  the new rules and how to lawfully comply with them read here.

Firing for Facebook Posts About Work May Be Illegal

A Connecticut woman who was fired after posting disparaging remarks about her boss on Facebook has prompted the National Labor Board to prosecute a complaint against her employer – and this is big news. As noted by Steven Greenhouse in the NY Times:

This is the first case in which the labor board has stepped in to argue that workers’ criticism of their bosses or companies on a social networking site are generally protected activity  and that employers would be violating the law by punishing workers for such statements.

Dawnmarie Souza, an emergency medical technician was fired late last year after she criticized her boss on her personal Facebook page. The Harford, Connecticut office of the NLRB announced on October 27th that it plans to prosecute a complaint against her employer, American Medical Response of Connecticut as a result of its investigation.

The NLRB determined that the Facebook postings constituted “protected concerted activity” and that the employer’s internet policy was overly restrictive to the extent that it precluded employees from making disparaging remarks when discussing the company or its supervisors.

It is not unusual for companies to have comparable policies in place as they attempt to deal with  lawful restriction of social networking by their workforce and that’s why this news made a huge impact in the employment law world this month.

Section 7 of the National Labor Relations Act (NLRA) restricts employers’ attempts to interfere with employees’ efforts to work together to improve the terms or conditions of their workplace. The NLRB has long held that Section 7 was violated if an employer’s conduct would “reasonably tend to chill employees” in exercising their NLRB rights and that’s what prompted the complaint.

You can bet that both employers and employees will be keeping a careful watch for the decision  which is expected some time after the hearing before  an administrative law judge currently scheduled for January 15, 2011. For more about it, read here.

Supreme Court Hears Case Claiming Unconstitutional Gender Bias In Citizenship Law

The Supreme Court heard arguments in Flores-Villar v. U.S. this month, a case which challenges the constitutionality of a law that makes it easier for a child of unwanted parents to obtain citizenship if the mother is a U.S. citizen rather than the father.

Ruben Flores-Villar was born in Mexico but grew up in California. He was convicted of importing marijuana, was deported, and illegally reentered the country. In 2006, immigration authorities brought criminal charges against him. At that time, Flores-Villar sought citizenship, claiming his father was a U.S. citizen. The request was denied by immigration authorities because of  a law requiring that a citizen father live in the United States for at least five years before a child is born in order for the child to obtain citizenship. Mothers need only to have lived in the county for one year for the child to obtain citizenship.

Flores-Villar claimed a violation of the equal protection clause of the Fifth Amendment claiming that the Act discriminated on the basis of gender. The Ninth Circuit Court of Appeals found against him and held that the law’s disparate treatment of fathers was not unconstitutional. The last time the Court considered the issue of gender differences in citizenship qualification was the case of Nguyen v. INS in which the Court upheld a law creating a gender differential for determining parentage for purposes of citizenship. Flores-Villar’s attorney argued that Nguyen was distinguishable because it was based on biological differences whereas this case was based on antiquated notions of gender roles.

There is no doubt that this will be an interesting and important decision from the Supreme Court. For more about the case, including the Supreme Court filings, read here.

This article was originally posted on Employee Rights Post.

About the Author: Ellen Simon is recognized as one of the leading  employment and civil rights lawyers in the United States. She offers legal advice to individuals on employment rights, age/gender/race and disability discrimination, retaliation and sexual harassment. With a unique grasp of the issues, Ellen’s a sought-after legal analyst who discusses high-profile civil cases, employment discrimination and woman’s issues. Her blog, Employee Rights Post has dedicated readers who turn to Ellen for her advice and opinion. For more information go to www.ellensimon.net.


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Protected freedom of speech for workers on Facebook?

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Image: Richard NegriIn an era where it’s not unheard of for an employee’s use of social media to lead to their dismissal, one question that comes up more frequently these days regarding a worker’s rights is “Can I say that on Facebook?

This week, the National Labor Relations Board alleged that a Connecticut company acted illegally when they fired an employee after she bad-mouthed her supervisor on Facebook. The labor board charged that the company wrongfully denied the employee union representation during an investigatory interview, as well as “maintained and enforced an overly broad blogging and Internet posting policy.”

CAUTION: This Is Not A Green Light To Trash Talk Your Boss on Facebook

This complaint issued by the NLRB should not be interpreted to suggest that anything employees say on Facebook about their employer will be protected. It doesn’t do that.

Although the National Labor Relations Act bars employers from penalizing their employees for talking about workplace conditions (like wages) or forming a union with their coworkers, as noted on the NLRB’s own Facebook page and on Mashable, Facebook comments can lose protected status depending on a number of factors.

  1. Where the discussion takes place
  2. The subject matter
  3. The nature of the outburst
  4. Whether the comments were provoked by an employer’s unfair labor practice

Although workers’ speech online is still a relatively new medium for the labor board, their position on this case presents the real possibility that workers won’t have to fear speaking up, being heard, and communicating about work issues on Facebook in the future.

As The New York Times‘ Steven Greenhouse notes:

This is the first case in which the labor board has stepped in to argue that workers’ criticisms of their bosses or companies on a social networking site are generally a protected activity and that employers would be violating the law by punishing workers for such statements.

Implications for Online Organizing

Educating, mobilizing and organizing workers online is what our union does to assist traditional boots-on–the-ground union work. There are many tools that enable us to do our work as online organizers, and we certainly rely heavily on social media.

Why? Because with social media platforms like Facebook, we can help establish an environment where workers can freely talk to one another about their issues at work–whatever they may be. This is not so different than member-to-member organizing, except it takes place online and doesn’t require workers to be face-to-face in order to connect with one another.

The Bottom Line: As this investigation moves forward and the January 2011 hearing draw closer, we anticipate push back from the opposition. However, whatever happens, the outcome of this case will go a long way toward defining what employees can and cannot do when it comes to online communications and airing their work issues with their co-workers on Facebook.

This article was originally posted on SEIU.

About the Author: Richard Negri is the founder of UnionReview.com and is the Online Manager for the International Brotherhood of Teamsters.


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I recognize you do amazing work, but you’re still not getting minimum wage

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Image: Richard NegriSomeone sent me an email earlier entitled, “U.S. Senate Declares National Direct Support Professionals Recognition Week.”

The big week of recognition is slotted to begin September 12th.

In the announcement for “Recognition Week,” Senator Ben Nelson says, “Direct support professionals provide an invaluable service to the millions of Americans living with disabilities. I’m proud to honor these hard-working individuals who give so much to help those in need. Their dedication to service is an example to us all.”

So, bravo to the Senate for marking a week in September to honor these workers, but honor and a week of applause doesn’t pay the bills. Surely, they must know this.

While the Senate “recognizes” these workers, more than 1.5 million home care workers are currently living at near-poverty level earning a median income of $17,000 a year. Most of these workers, who both love their work and are good at their work, must have two and three jobs to just make ends meet. Many of these workers need food stamps to put food on their tables. All this ultimately hurts the consumer, who often finds it difficult to find and retain high quality home care services.

Home care workers–the folks who provide essential care and services to more than 13 million seniors and people with disabilities every day–are legally excluded from federal minimum wage and overtime protections.

While we should definitely celebrate these workers’ contribution to society, we should also recognize their needs as working people. Perhaps we should help them get out from near poverty levels and give them the right to have a day off from time to time to take care of their own families? Why shouldn’t they be paid overtime when they work 70 and 80 hours a week with sleepovers as part of the gig?

I’ve mentioned this before in other entries but it is worth repeating: the U.S. Department of Labor has the authority to make this long overdue regulatory change and do the right thing for home care workers and the individuals and families who depend on their services. In other words, they have the authority to turn this around so that home care workers can enjoy the same benefits many take for granted.

What we need to do to bring this change about is let people know that this issue even exists, and second, we need take some very basic actions online.

On Facebook, become a fan of the Department of Labor’s Facebook page and post this message:

Secretary Solis, home care workers deserve minimum wage and overtime protection. It’s time to change the companionship exemption regulations: http://bit.ly/a5pF1e

On Twitter, copy, paste, and tweet this message:

@HildaSolisDOL, it’s time to end the exclusion of home care workers from minimum wage and overtime exemption: http://bit.ly/a5pF1e

On Facebook, you should also become a fan of this campaign’s page:

Homecare Workers Deserve Minimum Wage Protection.

Here’s some legal background on how home care workers came to be legally excluded from federal minimum wage and overtime protections:

* 1938 – The federal Fair Labor Standards Act (FLSA) is enacted to ensure a minimum standard of living for workers through the provision of a minimum wage, overtime pay, and other protections — but domestic workers are excluded.

• 1974 – The FLSA is amended to include domestic employees such as housekeepers, full-time nannies, chauffeurs, and cleaners. However, persons employed as “companions to the elderly or infirm” remain excluded from the law.

• 1975 – The Department of Labor (DOL) interprets the “companionship exemption” as including almost all home care workers , even those employed by third parties such as home care agencies.

• 2001 – The Clinton DOL finds that “significant changes in the home care industry” have occurred and issues a “notice of proposed rulemaking” that would have made important changes to the exemption. The revision process is terminated, however, by the incoming Bush Administration.

• 2007 – The US Supreme Court, in a case brought by New York home care attendant Evelyn Coke, upholds the DOL’s authority to define exceptions to FLSA.

Today: We are calling on DOL Secretary Hilda Solis to ensure that home care workers receive basic labor protections.

Together we can create the same labor protections for home care workers that virtually ever other worker in the economy enjoys.

About the Author: Richard Negri is the founder of UnionReview.com and is the Online Manager for the International Brotherhood of Teamsters.


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Will we ever get a real working class hero?

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Image: Bob RosnerIs there anyone out there who hasn’t heard of Jet Blue flight attendant Steven Slater’s profanity filled tirade and exit down the emergency chute carrying beer?

From the Asian animation of his battle with the passenger, 140,000 Facebook fans and T-Shirts, we finally have an authentic working class hero who symbolizes all the frustrations of trying to survive the surly attitudes so common in today’s recession. Or do we?

Turns out that no passengers actually saw the altercation with the passenger that resulted in a gash on Slater’s forehead. In fact, one of the first passengers on the flight claims that Slater had the gash before any passengers boarded the plane.

He was mad as hell and couldn’t take it anymore.

But was his anger based on something that really happened, or did it just happen in his own mind? Maybe this doesn’t matter to you, but if we’re all going to nominate this guy to hero status, I’d like his story to align with other people who were on the flight.

Okay, I saw the movie Red Eye. When Jodie Foster’s kid disappeared on a plane in flight. So the woman who slugged him could have gone all Hollywood and disappeared. But the fact that no one corroborated his story and how he got that nasty gash on his forehead does trouble me.

Earlier in the year we had Conan. Remember when Coco was bounced from his Tonight Show perch. Sure NBC didn’t handle this very gracefully. But he did get many millions of dollars. And ratings have improved dramatically for his replacement, Jay Leno. Oops another working class hero who is hard to relate to.

Can’t a guy get an authentic working class hero anymore? Is that too much to ask?

About The Author: Bob Rosner is a best-selling author and award-winning journalist. For free job and work advice, check out the award-winning workplace911.com. Check the revised edition of his Wall Street Journal best seller, “The Boss’s Survival Guide.” If you have a question for Bob, contact him via bob@workplace911.com.


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