The HR Insider
Week of November 29,2006
Presented by the Rowan University SHRM Club
In this week’s issue we will discuss “ Few employees realize how public an e-mail can become” and Graduate Study at Michigan State University
________________________________________________________________________________________________________________________________
“Former Florida congressman Mark Foley, Republican, learned about document retention the hard way. His suggestive e-mails, dredged from House computers during an investigation, cost him his reputation and his job.
But a new survey suggests that, like Foley, most employees are unaware just how public a private e-mail can become. A large percentage of employees do not know that even their most personal messages may be stored electronically by their employers and can come back to haunt them, according to WeComply, a business ethics training firm in Mount Kisco, N.Y.
In a survey of 1,000 workers, the company found that:
• More than half of all workers did not know that personal e-mail, instant messages (IMs) and unsent files created on a work computer could become business records.
• More than half of those surveyed did not realize that personal web searches on their work computers could become business records.
• Two-thirds of all workers did not understand that personal IMs to friends could become business records if they were sent on company computers.
• Younger workers (18-34) tended to be less aware than older ones. More than half of the younger group (55 percent) did not understand that sending an e-mail to a friend created a business record, compared with 39 percent of those over 55.
Such findings do not surprise some management attorneys who have been urging HR professionals to step up their role in educating staff on appropriate use of e-mail.
The bottom line, says Marion Walker, senior counsel for the Ford & Harrison law firm in Birmingham, Ala., is clear: “Anyone who turns on an employer’s computer has no right to expect privacy.”
Revisions to the Federal Rules of Civil Procedure that take effect Dec. 1, 2006, underscore the need for HR professionals to continue educational efforts. The new guidelines address such things as the need for early attention to electronic discovery issues, discovery of electronically stored information that is not reasonably accessible and sanctions against employers for the loss of electronically stored information during routine operation of computer systems, according to Delaine Smith, a partner in Ford & Harrison’s Memphis office.
When and how electronic data can be used is of increasing interest to employers, who often are either asked by plaintiffs to dredge up old documents during a lawsuit or who believe such electronic records could be helpful in defending their position.
Smith and Walker agree that HR staffers need to work with IT and legal staff to figure out what data they have, what needs to be stored, what needs to be maintained and what they need to do to get rid of it.
“A company absolutely has to have a document retention policy,” says Smith.
Smith and Walker recommend several steps HR personnel can take to make electronic discovery less burdensome:
• Work with IT and legal staff to develop document retention and electronic communications policies that provide for a consistent process for deleting old e-mails and instant messages.
• Identify an individual in the IT department who will be notified when discovery requests for electronic documents are received and who will be responsible for ensuring compliance with so-called “litigation hold” instructions that should halt the destruction of documents in the future.
• Participate in a team to respond to electronic discovery requests.
Attorney Audrey Mross of the Dallas firm Munck Butrus also is a proponent of document retention policies and urges HR to play a proactive role in educating employees and managers about the rules. IT managers, in particular, she said, need to know they don’t have carte blanche to probe an employee’s private e-mail. Likewise, managers need to know that they don’t necessarily have the authority to direct IT to conduct the probe.
Since managers can be held personally liable for privacy violations, HR is doing managers a favor by getting the word out. The most effective message, she says, gets across the point that “not only are we protecting the company’s pocketbook, we’re also protecting yours.”
_____________________________________________________________________________________________________________________________
Michigan State University ’s (MSU) Master of Human Resources and Labor Relations program is consistently ranked among the top graduate programs for Human Resources and Labor Relations in the nation.
Fortune 500 companies, as well as government agencies and non-profit organizations competitively recruit MSU students. MSU is not only highly ranked for its curriculum but also for its ability to place graduates in high earning positions within the HR/LR field. MSU graduates are hired into human resources and labor relations jobs with a 2006 average starting salary of $70,000. We offer numerous seminars and workshops for current students, such as resume building, job hunting and mock interview sessions to foster their professional development and prepare them for these career opportunities.
MSU is continuously recruiting highly talented students from around the world.
Please learn more about MSU at www.lir.msu.edu/graduate_programs/mlrhr.php You may also contact us by email at nguyen14@msu.edu or by phone at 517-432-2357.
______________________________________________________________________________________________________________________________
INTERNSHIP OPPORTUNITIES
The featured internship this month is from Campbell’s Soup in Camden.
Campbell Soup Company, a $7+ billion global consumer products company is seeking talented, high-energy, and innovative individuals. Beyond the world's best selling soup, Campbell brands also include Pace, Prego, Godiva, V8, V8 Splash, Arnott's and much more.
SUMMARY:
Student Associate will be responsible for assisting the HR/Payroll systems team by supporting both HR and Payroll projects and system enhancement activities.
Assignment will be 40 hours per week for a term of 4 months (12/1/2006 - 3/31/2007).
This position is not eligible for relocation. Local candidates are strongly preferred
RESPONSIBILITIES:
SKILL AND QUALIFICATIONS:
RETURN ON INVESTMENT:
or
www.campbellsoupcompany.apply2jobs.com/index.cfm?fuseaction=mExternal.showJob&RID=3000&CurrentPage=1
________________________________________________________________________________________________________________________________
The next internship opportunity is that of a Human Resources intern at the Borgata in Atlantic City, New Jersey.
Company: Borgata Hotel Casino &Spa
Location: Atlantic City , NJ
Career Category: Culinary, Finance, Human Resources, Information Technology, Hotel Management
Internship Period: Summer
Req'd Travel: No
Pay Type: Paid
Is College Credit Required: Yes
Job Responsibilities
• Responsible to carry out established job functions within the department they are assigned to. • Will learn the organizational structure and culture of the Borgata by familiarizing themselves with the operational procedures of the department they are assigned to and linking the structural aspects of the departments with daily operations. • Will have the ability to prioritize duties when faced with interruptions, distractions and fluctuating workload. Must have basic computer skills, the ability to use standard office equipment, and have effective written and oral communication skills to deliver excellent customer service to guests and co-workers. • Must be flexible in hours worked and the ability to perform various job duties as related to the department they are assigned to and must have the ability to work effectively as part of a team and individually.
Positions Available:
• Interns must be entering their Junior or Senior year in an accredited college or university.
• Interns must provide their own transportation to and from the job site.
* Housing will not be provided*
Scheduling: 40 hours per week
Payment: Paid
How to apply: Please apply on-line @ www.borgatajobs.com attach or fax resumes to 609.317.1023 attn: Valerie Foley
________________________________________________________________________________________________________________________________
The last two internship opportunities are with Trump Casino Resorts and this internship position is for that of Staffing Intern
Company: Trump Casino Resorts
Location: Atlantic City, NJ
Career Category: Human Resources, Management
Internship Period: Summer
Req'd Travel :Yes
Pay Type : Paid
Is College Credit Required: Yes
Internship Description:
Hotel / Casino Management Enrolled in an accredited college or university, undergraduate or graduate. Majoring in the field (or a related field) of the internship for which you are applying Prior experience and/or related coursework Enthusiasm and a desire to pursue a career in the field for which you are applying Successful completion of a company sponsored drug test Proper identification as verification for employment Due to the nature of the Casino/ Hotel business, days off and shifts are subject to change
Positions Available: Internship Opportunities: Positions exist in the following areas: Staffing, Front Office, Marketing Research, Casino/Hotel Services, Pastry, Finance, Casino Credit/Cage, Training and Development, Housekeeping, Advertising, Food and Beverage Management, Slot Operations, Hotel Operations, Reservations, Direct Marketing, Special Events, Culinary
Program: This program requires college credit
Schedule: Refer to internship coordinator for more information
Payment: Paid - $8.25 per hour
How to apply: Application Process: Completely fill out the application and ATTACH A RESUME. Indicate the position you are applying for. An incomplete application will NOT be considered. Mail or fax to: Human Resources Administrator, Trump Casino Resorts, Staffing Office, 151 S. Pennsylvania Avenue, Atlantic City, NJ 08401 Fax: (609) 449-6798, Email: staffing@taj.trump.com - Questions? Call (609) 449-5496 or (609) 449-5489. Applicants will be contacted for a telephone interview within 4 weeks of the application deadline. Second interviews will be scheduled by Department Managers. Regrets will be notified by mail approximately 6 to 8 weeks after the deadline has passed. RESUMES WILL NOT BE ACCEPTED WITHOUT A COMPLETED INTERNSHIP APPLICATION.
URL to application: http://www.trumpemployment.com/internship/default.asp
________________________________________________________________________________________________________________________________
The next opportunity with Trump Casinos is that of a Training and Development Intern
Company: Trump Casino Resorts
Location: Atlantic City , NJ
Career Category: Education, Human Resources, Hotel Management
Internship Period: Summer
Req'd Travel: Yes
Pay Type: Paid
Is College Credit Required: Yes
Internship Description: Hotel / Casino - Enrolled in an accredited college or university, undergraduate or graduate. Majoring in the field (or a related field) of the internship for which you are applying Prior experience and/or related coursework Enthusiasm and a desire to pursue a career in the field for which you are applying Successful completion of a company sponsored drug test Proper identification as verification for employment Due to the nature of the Casino/ Hotel business, days off and shifts are subject to change
Positions Available: Internship Opportunities: Positions exist in the following areas: Staffing, Front Office, Marketing Research, Casino/Hotel Services, Pastry, Finance, Casino Credit/Cage, Training and Development, Housekeeping, Advertising, Food and Beverage Management, Slot Operations, Hotel Operations, Reservations, Direct Marketing, Special Events, Culinary
Program: This program requires college credit
Schedule: Refer to internship coordinator for more information
Payment: Paid - $8.25 per hour
How to apply: Application Process: Completely fill out the application and ATTACH A RESUME. Indicate the position you are applying for. An incomplete application will NOT be considered. Mail or fax to: Human Resources Administrator, Trump Casino Resorts, Staffing Office, 151 S. Pennsylvania Avenue, Atlantic City, NJ 08401 Fax: (609) 449-6798, Email: staffing@taj.trump.com - Questions? Call (609) 449-5496 or (609) 449-5489. Applicants will be contacted for a telephone interview within 4 weeks of the application deadline. Second interviews will be scheduled by Department Managers. Regrets will be notified by mail approximately 6 to 8 weeks after the deadline has passed. RESUMES WILL NOT BE ACCEPTED WITHOUT A COMPLETED INTERNSHIP APPLICATION.
URL to application: http://www.trumpemployment.com/internship/default.asp