The Stephens Law Firm PLLC We Fight for the Rights of Workers

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The Stephens Law Firm PLLC aggressively represents workers who have been denied their rightful pay or who have been subjected to unlawful discrimination or harassment in the workplace. The Stephens Law Firm PLLC fights for workers who have not received their fair pay, or have been discriminated against or harassed in the workplace. ***Attorney Advertisement***

ATTORNEYS

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Glendoval Stephens

Managing Attorney at The Stephens Law Firm PLLC

Glendoval Stephens has practiced law since 1992 and has been a member of the New York bar since 1994. Mr. Stephens is experienced in litigating civil matters before both the bench and juries.

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Thailary Lim

Attorney

Ms. Lim is an experienced personal injury attorney handing automobile accidents, trip and falls, slip and falls, and other premises liability claims. Ms. Lim is a fluent speaker of Cambodian.

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Devian Daniels

Attorney of Counsel

Ms. Daniels is an experienced employment benefits attorney. She works closely with the clients of The Stephens Law Firm PLLC to obtain the unemployment benefits to which they are entitled.

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Arbitration & Mediation
Class & Collective Actions
Employment Discrimination
Family & Medical Leave
Federal, New York & New Jersey Litigation Immigrant Rights (Including Visa Petitions)
Minimum Wage & Overtime
Personal Injury
Sexual Harassment
Unemployment Benefits
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The Stephens Law Firm PLLC Weekly

TOPIC OF THE WEEK

Social Networking & Computer Privacy

Generally, employers have the right to monitor their employees use of the Internet (including visiting social networking sites, checking e-mails, and instant messaging) on computers owned by the employer, during employees on-duty hours. Although federal l

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BLOG OF THE WEEK

THOUGHT FOR THE WEEK

Employers are increasingly monitoring their employees’ social media activity. A key consideration is to avoid infringing the rights of employees under the Personal Data (Privacy) Ordinance. The Privacy Commissioner’s Guidelines on monitoring and personal data privacy at work are a helpful first port of call. They first stress the “3As” of undertaking a systematic assessment process to ensure that monitoring would be appropriate, ensuring that there are no less intrusive alternatives and ensuring that there is proper accountability for the collection of employees’ personal data. They then stress the “3Cs” of ensuring the clarity of an employer’s policy, ensuring that it’s communicated to employees and the safeguarding of data through proper controls. Employers should ensure that they clearly document and communicate their approach to monitoring.

–Kathryn Weaver, partner at Lewis Silkin

LIST OF THE WEEK

from Digital Information World

Social Media Use During Work Hours By Employees

  • 36% of employers block social media at work.
  • 51% of businesses have a social media policy,
  • 56% of the employees who use social media for work still find social media as a distraction during their work.