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dooced, canadian style

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A good article in The Lawyer’s Weekly about someone getting dooced in Alberta. The short version: Woman blogs anonymously about her supervisors and co-workers, but in a way that makes all of them easily recognizable to anyone in her work place. Oh, and things she says aren’t exactly nice. Her employer fires her as a result. Goes to arbitration and the termination is upheld. Perhaps not all that suprising. Anyway, some thoughts and tips from the article:

Although the dismissal was upheld in Alberta Union, not all Web 2.0 posts that an employer finds distasteful will provide grounds for discipline or termination. Blogging or Facebooking at work is one thing, but the general rule regarding discipline for off-duty conduct is that an employer is not the custodian of their employees’ private lives. Exceptions are made when, as it was found in Alberta Union, the posts irreparably harm the employment relationship. This can include conduct that:

• prevents employees from performing their duties satisfactorily;

• interferes with employees’ ability to work effectively with fellow co-workers;

• breaks confidentiality policies or employees’ duty of fidelity to the employer;

• harasses or defames management or fellow employees;

• deliberately attempts to undermine management’s ability to direct its workforce;

• harms the company’s reputation (however, rank and file employees may be held to a lower standard than those employees who hold higher positions of trust or responsibility).

Counsel should encourage employers to take measures to prevent the sort of conduct that attracts discipline in the first place. Having a discussion with employees is a good start. The general tenor of blogs and social networking sites is akin to casual conversation, and, naturally, many people will talk about work.

Unfortunately, as Alberta Union illustrates, many employees are unaware Web 2.0 conduct can affect their careers and attract legitimate sanction. Pointing this out to employees can save both the employer and the employee a lot of grief.

Alberta v. Alberta Union of Provincial Employees (R. Grievance), [2008] A.G.A.A. No. 20

regrettable absence

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Apologies to all ten of my loyal readers for the absence. It has been a very, very busy summer and, unfortunately, when it comes to relative priorities, getting work done for clients, playing with my 2 year old, sleeping and then blogging take priority, in that particular order. I’ve also been surprised so far by some of the informal comments I’ve received (not on the blog but in person), most of which have been negative or have negative implications. I must say that has also played a bit of a role in my absence. So who knows, this little blog may not be around much longer. Still giving it some thought.

In any event, a brief quote from one of my colleagues that you may find amusing: “The practice of law is very much like a pie-eating contest where the prize for winning is more pie.”

taking the fun out of blogging

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As a lawyer, I understand the need for policies, procedures, practices, etc. when running a business, managing vendors, employees, etc. Of course. Sure. That’s part of work – both my work and the work of my clients. But when I see an article entitled “Blogging Policies and Best Practices for Lawyers and Law Firms” well, gotta say, my eyes start glazing over.

Not that there’s anything particularly bad or wrong about the article. In fact, it offers some good advice on avoiding “ethical minefields”, creating “powerful marketing tools” and ensuring you realize a good return on your “investment”.

Ugh. To be perfectly honest one of the primary reasons I blog is not to realize a return on investment, or to create a powerful marketing tool, but rather just to offer casual observations (or ruminations) on my work or things related to my work. In other words, its a bit of fun, as compared, for example, to writing a formal research paper, journal article, or a 100 page outsourcing contract. For those types of writing, there are many, many rules, requirements and policies to remember and adhere to, amongst other considerations. And relatively speaking, its not quite as much writing that stuff as it is posting what are ostensibly meandering ramblings about the next new thing. Don’t get me wrong, its certainly interesting and challenging work, but its not the type of thing one typically does to relax.

I guess what I’m getting at is along the same lines as the previous post about making blogging part of someone’s job. Its kind of like saying that its part of your job to chat up your friends at work on a regular basis. Its kind of like saying that there should be internal policies governing who you go to lunch with, and what you talk about over lunch. In other words, to me, it seems to take all the fun out of it. It makes it seem like work. It puts you in the mindset that it is work. And, to be perfectly honest, I think it makes it less interesting, because you’re too worried about the time being put into it. Too worried about whether you’re writing for your “target market”. Too worried about “visualizing and addressing your market”. Too worried on making your blog sound “informal and conversational”. Too worried about this, that and the other thing, none of which have much to do with the subject matter of what you’re writing about.

Of course, this is just my take on blogging and what I hope to achieve (or perhaps rather not to achieve) by doing it.

you know its time to stop blogging when…

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Well. From the “this is rather sad, isn’t it” department, The Register reports on how blogging has now become part of official employment duties at some shops:

According to an official release from the group, Ged Doherty, chairman and chief executive of SonyBMG in UK and Ireland, said the company “has made it obligatory for all senior staff at both Columbia Records and RCA Records to start blogging actively”.

So what happens to staff who refuse to toe the corporate line, or perhaps fail to produce the required quantity of blog blather?

We had to find out.

A spokesperson for SonyBMG told us “you won’t be sacked for failing to blog”, but added, rather ominously: “If you don’t blog, it’s going to be frowned upon. Ged has made it clear that staff are expected to blog and participate in the community. He sees it as part of people’s jobs.”

Surprising to say the least. Wasn’t there a time not long ago when one could get fired for blogging? If memory serves the term was “dooced”, after the blog of the same name. Rather ironic to now hear this.

Dunno – seems rather to take a bit of the fun and spontaneity out of it if its actually part of the job. And isn’t that what makes blogs interesting in the first place? I can’t imagine things being very spontaneous if someone is “frowning upon” you for not blogging, particularly when the person doing the frowning happens to be your boss.