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A Good First Impression The case illustrates a growing trend of the NLRB forcing employers to revise employee handbooks for the digital age as people talk about their workplaces on sites like Facebook and Twitter. "Workers' rights are the same at the water cooler as they are on the Web," said Jessica Kahanek, an NLRB spokeswoman. Bryan O'Keefe, a Washington, D.C- based attorney who represents employ- ers in labor disputes, said about a quar- ter of his caseload involves social media, work rules or disputes over activity protected under labor law. "This is a hot area," O'Keefe said. The volume of cases, he added, is frustrating for employers, which are having trouble keeping pace with employee handbook changes mandated by the NLRB. Even employers that change their rules worry about getting dragged into costly legal battles, said Nancy Hammer, senior government affairs policy counsel at the Society for Human Resource Management. What's more, she said, the law will evolve along with new types of social media. "This isn't going away," Hammer said. Richard Griffin, NLRB general coun- sel, released a 30-page memo in March reminding employers that "well-inten- tioned" rules could be illegal. Under federal labor law, Griffin said employ- ees have a right to discuss such things as wages, hours and conditions of employment and to strike and unionize. He also wrote that employees are free to criticize or protest their employer's labor policies or treatment of employ- ees; to argue and debate about unions and management; to communicate with news media, government agencies and third parties; and to photograph and make recordings. As an example of what not to do, Griffin pointed to the former employee handbook of fast-food chain Wendy's. One of its rules required authorization before workers could make comments on social media about Wendy's busi- ness, policies or employees. As part of an agreement with the NLRB, Wendy's social media policy now prohibits com- ments on "trade secrets and proprietary company information." Another previous rule forbade the disclosure of the Wendy's handbook. This year Wendy's changed that rule to prohibiting employees from disclosing the handbook to competitors. Wendy's said in a statement that it periodically changes its employee hand- book to ensure it is in compliance with laws and guidance from regulatory agencies. In the Tinley Park banquet case, Administrative Law Judge Charles Muhl found that the convention center used an illegal rule to fire Santiago. The judge said false statements are protected as long as they are not malicious. Overall, Muhl said the convention center's rules could be construed to pro- hibit workers' rights, like workers dis- cussing complaints about supervisors. While the convention center argued that Santiago's comments weren't pro- tected under labor law, the judge ruled that they were protected because they centered on terms and conditions of employment. Santiago's Facebook postings show 2 GREATERmilwaukeeJOBS • August 20 2015 social media . . . from page 1 Liz Reyer is a credentialed coach with more than 20 years of business experience. Her company, Reyer Coaching & Consulting, offers services for organiza- tions of all sizes. Submit questions or comments about this column at www.deliverchange.com/coachscorner or email her at lizdeliverchange.com. What to do when you feel invisible at work & A Q A publication of Conley Media Distributed by: Conley Distribution 262-513-2646 ©2004 by Conley Media, LLC Waukesha County Independent and Locally Owned GREATERmilwaukeeJOBS is published weekly by Conley Media – Waukesha County, 801 N. Barstow St., Waukesha, WI 53186. Contents of this publication may not be reproduced in any form without the written consent of the publisher. GREATERmilwaukeeJOBS assumes no liability for any error in copy or content. It is the advertiser's responsibility to be aware of the laws pertaining to employment advertising. Subscriptions are available for $34 (non-refundable) for a 6-month subscription. Call 262-306-5008 for information. Call Center Director: Cindy Shaske 262-306-5016 cshaske@conleynet.com Account Executive: Julie Sears 262-306-5008 jsears@conleynet.com Story Coordinator: Dan Muckelbauer 262-513-2626 dmuck@conleynet.com Production: Patricia Scheel 262-513-2690 GREATERmilwaukeeJOBS Volume 17 • Number 49 August 20, 2015 To place an ad: Call us at 262-306-5008 or fax us at 262-542-6082 deadline: Noon on Wednesdays see SOCIAL MEDIA . . . page 6 A. Many factors could be at play here, and it's worth some environmental scanning and self-assessment to figure out. Start with a broad perspective, looking at the culture of your organization.What type of tem- perament receives the most rewards? If you're quiet and reflective in an extroverted group, this type of outcome will be common. And it won't be malicious – it's an outcome of styles. On the other hand, if your company is very political and employees are given to stepping on each other to get ahead, trampling people in the way you describe could be a tactic. Realisti- cally, what do you think is behind the behavior you're observing? Also consider if it occurs across environ- ments. The more broadly it happens, the more likely there's some behavior on your part that's getting in your way. The focus of most of today's column is on self-development; it'll likely serve you well, regardless of culture or environment. So, take a look at yourself. If you had a camera, would you capture an image of some- one who looks engaged and confident, or someone who is diffident or withdrawn? Regardless of the type of environment you're in, the way you carry yourself is going to send a message. Also think about the verbal image you com- municate. Hesitance will be perceived as weak- ness, and you'll be less likely to be taken seri- ously. I'm not talking about needing a moment to gather your thoughts; I mean a timid tone or words that minimize your contribution. For example, I've heard many people say, "I was just going to say," when they're breaking into a conversation. This translates to, "don't listen to me." I also hear many people, especially women, end statements with an uptone, as if asking a question. Again, this diminishes your authority. This is hard to note in yourself, and is a very serious issue. If you think it may be occurring with you, record yourself or ask a trusted col- league to help you monitor. Building presence can be hard – no mistake about it. Once you're clear on your opportuni- ties to develop, set priorities, and don't try to address everything at once. Use a mirror to practice body language; develop scripts and say them aloud to address speech patterns. And don't be hard on yourself about it. Every- body has habits they want to change, so give yourself credit for taking it on. Be sure to remain authentic as you're evolving your style, too. Now, the hard part – if you're dealing with people who are trying to push you around, it's time to speak up. If you make a comment that you think is important and it gets passed over, step into the conversation with something like, "before we move on, let me restate ." and reit- erate your point. This will help cement your image as someone who warrants attention. And if you're being run over because your political ship has sailed, at least you'll be standing up for yourself as you consider next steps. Q. Sometimes I feel invisible – I'll say things and no one reacts, then someone else says the same thing and people respond. I don't know if it's me or them; what should I be doing differently? By Liz Reyer Tribune News Service (TNS) (NAPSI) —When you're applying for work, first impressions count. To make yours stellar, follow these guidelines: • Capitalize correctly. DON'T USE ALL CAPS, and Don't Capitalize The First Letter Of Every Word. • When speaking about individual organizations, use the singular, not the plural. • Write in the correct tense: For your current position, use the present tense, and for all past positions, use the past tense. • Use clear and specific words in your résumé, not just filler words that you wouldn't use in real life. • Tell the truth. You need to sell yourself, but you must be able to back everything up with facts. • Be concise. Get straight to the point and you'll be less likely to introduce errors. • Don't just abbreviate— explain. Spell out all acronyms upon their first use, then use their abbrevia- tions. • Be consistent. From font size to heading style, using a consistent format will make your work look polished and complete. One way to improve your written and spoken English and make the most of your first impression can be with the help of Grammar- Camp.com, an online gram- mar training course devel- oped by the editing profes- sionals at Scribendi.com.

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