When considering leaders for an organization’s marketing efforts, it is important to evaluate not only that leader’s understanding of digital marketing tactics, techniques, and tools, but it is also equally important to assess that leader’s ability to execute, not just talk, about digital marketing programs.
The FTC’s Endorsement Guidelines state that if there is a “material connection” between an endorser and an advertiser (i.e., a connection that might affect the weight or credibility that a customer would give the endorsement), then that connection must be clearly and conspicuously disclosed.
The expedited move to shut down Google+ and its API in the wake of a second security issue puts a bit of a clock on auditors, investigators, and litigators looking to preserve ESI from the social media platform that could be relevant to future litigation.
What’s a lawyer to do when she’s unable to track down a defendant to serve a complaint? She gets a judge’s approval to serve that complaint via Instagram, of course.
The use of social media sites, like LinkedIn, can be a helpful tool to reach a customer base. But a recent district court case out of Minnesota exemplifies the need to ensure that LinkedIn usage complies with the user’s employment agreement.
In today’s “sound-bite” environment in which professional organizations compete for client attention through a variety of communications conduits, it is increasingly important to consider and evaluate the potentially powerful benefits of new social media tools. However, to properly leverage their benefits, one must also understand that these new tools are just that –– tools.
There’s a good chance that if you’re running a services business that it can be transformed into a SaaS business. If you don’t, someone may do it for you.
Kansas Magistrate Judge Kenneth G. Gale granted the defendant’s motion to compel the plaintiff to produce account information associated with his social media accounts as well as postings from the dates he missed work in conjunction with his injury claims against the defendant.
If legal technology companies want media coverage of their products and companies, they need to learn what social media is and how to use it.
“The NLRB’s efforts to protect social media communications by employees has been picking up steam for several years, dating back at least to 2012. Since that time, numerous NLRB actions, including the Chipotle case, have made it clear that polices containing broad restrictions on employee social media use or vague or undefined definitions of restricted behavior will likely be problematic.”