where employment law meets emerging technology
From the extraordinarily sensitive data they possess to the social media following they may develop, C-suite executives can do a great deal of damage to a company and its brands – intentionally or not. This risk begins with the start of employment but continues long after the executive leaves the company.
Executive employment agreements should cover four key topics: social media, security, cooperation, and developing technologies.
A recent McKinsey report on twelve “disruptive” technologies included four that will fundamentally transform how employers relate to their employees: mobile Internet, automation of knowledge work, the Internet of things and cloud computing. I would add to the list three results of these technologies: big-data, cybercrime and privacy.
Editor’s Note (6/1/15): McKinsey included Robotics — So why did I leave robotics off the list? Because, as I write in a post on 5/31/15, I am a robot skeptic.
From an employment law perspective, the common element here is data – data that flows to, is stored by, and is used (or misused) by employers, third parties and employees.
{workplace_tech_law} 