Category: Publish to KM Space

Updated List of Other Blogs I Read

blogroll

In starting off the new year I thought I would update my blogroll, that list of other sites that I read on a regular basis. There is a link to it in the top menu bar of the website.  Rather than make you have to chase back to the website, I have also included the list below.

Let me know if there are others that you think should be added.

Compliance Related Blogs I Read

Compliance and Business Ethics Organizations

Legal Practice Blogs I Read:

Other Blogs That Interest Me (and may interest you)

  • Andrew McAfee – The Business Impact of IT
  • Dan Ariely – A researcher in behavioral economics
  • GeekDad – The parenting blog of Wired magazine. (I am one of the contributors.)
  • Endless Knots by Jessica Lipnack on virtual teams, networks, collaboration, web 2.0, & knitting.
  • Knowledge Jolt with Jack by Jack Vinson on knowledge management, personal effectiveness, theory of constraints and other topics
  • Leading Geeks by Jenn Steele – A technology leader’s thoughts
  • William Landay – Writer

Unauthorized Board Meeting

For its latest mission, Improve Everywhere staged an unauthorized boardroom meeting in the office chair department of a Staples. The chairs in this particular office supply store were already arranged in a boardroom configuration, making it easy for us to hold a surprise meeting. Actor Will Hines gave a presentation to the board, using a whiteboard and an easel he had bought from the store just minutes prior. Minutes into the meeting, the board was asked to leave by a confused store manager.

Cycling and Compliance

During the summer of 2001, Mrs. Doug was stuck on the couch recovering from knee surgery. She stumbled across the coverage of the Tour de France, and especially Lance Armstrong, on the Outdoor Life Network. We were hooked, and ever since have been glued to the television during July to watch the beauty and competition of the Tour de France.

The US Postal Service team was a well run dynamo helping to support Lance Armstrong during his dominance of the race for seven years. It was clear that Mr. Armstrong trained harder and was more focused on winning than any of his competitors. Unfortunately, the evidence has become almost overwhelming that the US Postal Service team was involved in doping, including Mr. Armstrong.

Any fan of professional cycling knows that there is long history of drug abuse in the peleton. Many Tour de France riders had been subject to disciplinary action for doping. Only three of the podium finishers in the Tour de France from 1996 through 2005 have not been directly tied to likely doping through admission, sanctions, public investigation or exceeding the UCI hematocrit threshold.  The sole exceptions were Bobby Julich – third place in 1998, Fernando Escartin – third place in 1999, and Mr. Armstrong.

I always thought Mr. Armstrong was above this. After all, he fought cancer. He looked death in the eye and said he was not ready yet. There were rumors that Mr. Armstrong was doping. Most of those came from other rides with a grudge against him or were otherwise relatively unreliable.

The US Anti-Doping Agency released its report implicating the riders of the US Postal Service Team in wide spread doping. My heart was broken when two of my favorite riders George Hincapie and Levi Leipheimer admitted to doping.

Because of my love for the sport, the contributions I feel I have made to it, and the amount the sport of cycling has given to me over the years, it is extremely difficult today to acknowledge that during a part of my career I used banned substances. Early in my professional career, it became clear to me that, given the widespread use of performance enhancing drugs by cyclists at the top of the profession, it was not possible to compete at the highest level without them. I deeply regret that choice and sincerely apologize to my family, teammates and fans.

George Hincapie

The cycling team had a culture of doping, set with tone from the top to push your body with medical treatment to improve performance. I’m still sorting through the extensive material to find direct evidence of Mr. Armstrong’s doping. So far the evidence is fairly light about his use. However, the evidence of the USPS team’s acceptance of doping is overwhelming.

It seems that doping was widespread, but has since decreased since 2008. Jonathan Vaughters, a former USPS rider and self-admitted doper, offers decreased riding times as evidence of doping.

  • L’Alpe D’Huez
    • Fastest: 22.43 kph, 1,900 vertical meters per hour by Marco Pantani in 1997
    • Fastest since 2008: 19.98 kph, 1,670 vertical meters per hour by Carlos Sastre in 2008
  • Plateau De Beille
    • Fastest: 22 kph, 1,812 vertical meters per hour by Marco Pantani in 1998
    • Fastest since 2008: 20.57 kph, 1,678 vertical meters per hour by Jelle Vandenert in 2011
  • Fastest Grand Tour Climbing Rate
    • Fastest: 1,769 vertical meters per hour by Roberto Heras in 2004’s Vuelta a Espana
    • Fastest since 2008: 1,682 vertical meters per hour by Bradley Wiggins in 2012’s Tour de France

The data shows a 10% drop in average fastest times. This correlates to the 10% drop in hemoglobin rates reported by UCI doctors from 2007 until 2010.

Perhaps that still leaves us with Mr. Armstrong as the greatest rider of his time. He was competing against dopers, while probably doping himself. The playing field was level for the elite riders. It was just a medically elevated playing field.

Sources:

Independence Day and Compliance

What better way to celebrate the independence of the United States than by taking the day off from work, grilling meat, and watching stuff blow up. I’m doing the same thing on the blog and taking a vacation.


“The Second Day of July 1776, will be the most memorable Epocha, in the History of America. I am apt to believe that it will be celebrated, by succeeding Generations, as the great anniversary Festival. It ought to be commemorated, as the Day of Deliverance by solemn Acts of Devotion to God Almighty. It ought to be solemnized with Pomp and Parade, with Shews, Games, Sports, Guns, Bells, Bonfires and Illuminations from one End of this Continent to the other from this Time forward forever more. ”

– John Adams on July 3, 1776 to his wife (via A Tradition of Celebration by the Adams Family Researched by James R. Heintze)

 
Fireworks display by Agiorgio
CC BY SA

Social Media Policy Update

In the frenetic early days of social media foward-thinking companies thoughtfully sat down and crafted sensible policies to help guide employees who had suddenly turned into web publishers.The companies recognized the risks involved, whether the employee was acting recklessly, or merely writing down unacceptable material without realizing the implications. It was still a small area of risk.

Things change. Facebook has launched as a public company worth billions (although apparently not worth $100 billion). Social media is challenging traditional media in several different way.

You would think that employers should be even more aggressive about curtailing employees and making it clear what is acceptable and note. The National Labor Relations Board apparently thinks otherwise. The NLRB has released its third report on social media cases brought to the NLRB [pdf].

Good luck trying to figure out what the NLRB considers acceptable in a social media policy and what it considers unacceptable.

Confidentiality:

  • Illegal: A policy that prohibits the “release [of] confidential guest, team member or company information”.
  • Legal: A policy that cautions employees to be suspicious when asked to disclose confidential information.

Copyright:

  • Illegal: “Get permission before reusing others’ content or images”.
  • Legal: “Respect all copyright and other intellectual property laws.”

Offensive or abusive language:

  • Illegal: “Offensive, demeaning, abusive or inappropriate remarks are as out of place online as they are offline”
  • Legal: “Employees should avoid harming the image and integrity of the company and any harassment, bullying, discrimination, or retaliation that would not be permissible in the workplace is not permissible between co-workers online, even if it is done after hours, from home and on home computers”.

Accuracy:

  • Illegal: Requiring employees to be “completely accurate and not misleading”.
  • Legal: “Make sure you are always honest and accurate when posting information or news, and if you make a mistake, correct it quickly.”

Non-Public information

  • Illegal: “Do not reveal non-public information on any public site.”

So not everything a policy may work, so how about a savings clause like this?:

This policy is for the mutual protection of the company and our employees, and we respect an individual’s rights to self-expression and concerted activity. This policy will not be interpreted or applied in a way that would interfere with the rights of employees to self organize, form, join, or assist labor organizations, to bargain collectively through representatives of their own choosing, or to engage in other concerted activities for the purpose of collective bargaining or other mutual aid or protection or to refrain from engaging in such activities.

The NLRB says no. A savings clause “does not cure the ambiguities in a policy’s otherwise unlawful provisions.

On the bright side, the NLRB did include the complete text of a social media policy that the NLRB considers lawful.

Sources:

NLRB Approved Social Media Policy

The National Labor Relations Board has been ruling on social media policies and making a mess of the regulatory landscape. In its May 30, 2012  report on recent social media cases (.pdf) the Board eviscerates many social media policies that resulted in adverse employment action. In the process it confuses the landscape of acceptable social media policy provisions. More to come on that in another post.

One good part of the report is that it does include the full text of a policy that the NLRB found to be lawful. Since they went to the trouble of blessing the policy, I went to the trouble of reproducing it below.

Social Media Policy

Updated: May 4, 2012

At [Employer], we understand that social media can be a fun and rewarding way to share your life and opinions with family, friends and co-workers around the world. However, use of social media also presents certain risks and carries with it certain responsibilities. To assist you in making responsible decisions about your use of social media, we have established these guidelines for appropriate use of social media.

This policy applies to all associates who work for [Employer], or one of its subsidiary companies in the United States ([Employer]).

Managers and supervisors should use the supplemental Social Media Management Guidelines for additional guidance in administering the policy.

GUIDELINES

In the rapidly expanding world of electronic communication, social media can mean many things. Social media includes all means of communicating or posting information or content of any sort on the Internet, including to your own or someone else’s web log or blog, journal or diary, personal web site, social networking or affinity web site, web bulletin board or a chat room, whether or not associated or affiliated with [Employer], as well as any other form of electronic communication.

The same principles and guidelines found in [Employer] policies and three basic beliefs apply to your activities online. Ultimately, you are solely responsible for what you post online. Before creating online content, consider some of the risks and rewards that are involved. Keep in mind that any of your conduct that adversely affects your job performance, the performance of fellow associates or otherwise adversely affects members, customers, suppliers, people who work on behalf of [Employer] or [Employer’s] legitimate business interests may result in disciplinary action up to and including termination.

Know and follow the rules

Carefully read these guidelines, the [Employer] Statement of Ethics Policy, the [Employer] Information Policy and the Discrimination & Harassment Prevention Policy, and ensure your postings are consistent with these policies. Inappropriate postings that may include discriminatory remarks, harassment, and threats of violence or similar inappropriate or unlawful conduct will not be tolerated and may subject you to disciplinary action up to and including termination.

Be respectful

Always be fair and courteous to fellow associates, customers, members, suppliers or people who work on behalf of [Employer]. Also, keep in mind that you are more likely to resolved workrelated complaints by speaking directly with your co-workers or by utilizing our Open Door Policy than by posting complaints to a social media outlet. Nevertheless, if you decide to post complaints or criticism, avoid using statements, photographs, video or audio that reasonably could be viewed as malicious, obscene, threatening or intimidating, that disparage customers, members, associates or suppliers, or that might constitute harassment or bullying. Examples of such conduct might include offensive posts meant to intentionally harm someone’s reputation or posts that could contribute to a hostile work environment on the basis of race, sex, disability, religion or any other status protected by law or company policy.

Be honest and accurate

Make sure you are always honest and accurate when posting information or news, and if you make a mistake, correct it quickly. Be open about any previous posts you have altered. Remember that the Internet archives almost everything; therefore, even deleted postings can be searched. Never post any information or rumors that you know to be false about [Employer], fellow associates, members, customers, suppliers, people working on behalf of [Employer] or competitors.

Post only appropriate and respectful content

  • Maintain the confidentiality of [Employer] trade secrets and private or confidential information. Trades secrets may include information regarding the development of systems, processes, products, know-how and technology. Do not post internal reports, policies, procedures or other internal business-related confidential communications.
  • Respect financial disclosure laws. It is illegal to communicate or give a “tip” on inside information to others so that they may buy or sell stocks or securities. Such online conduct may also violate the Insider Trading Policy.
  • Do not create a link from your blog, website or other social networking site to a [Employer] website without identifying yourself as a [Employer] associate.
  • Express only your personal opinions. Never represent yourself as a spokesperson for [Employer]. If [Employer] is a subject of the content you are creating, be clear and open about the fact that you are an associate and make it clear that your views do not represent those of [Employer], fellow associates, members, customers, suppliers or people working on behalf of [Employer]. If you do publish a blog or post online related to the work you do or subjects associated with [Employer], make it clear that you are not speaking on behalf of [Employer]. It is best to include a disclaimer such as “The postings on this site are my own and do not necessarily reflect the views of [Employer].”

Using social media at work

Refrain from using social media while on work time or on equipment we provide, unless it is work-related as authorized by your manager or consistent with the Company Equipment Policy. Do not use [Employer] email addresses to register on social networks, blogs or other online tools utilized for personal use.

Retaliation is prohibited

[Employer] prohibits taking negative action against any associate for reporting a possible deviation from this policy or for cooperating in an investigation. Any associate who retaliates against another associate for reporting a possible deviation from this policy or for cooperating in an investigation will be subject to disciplinary action, up to and including termination.

Media contacts

Associates should not speak to the media on [Employer’s] behalf without contacting the Corporate Affairs Department. All media inquiries should be directed to them.

For more information

If you have questions or need further guidance, please contact your HR representative.