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4 Tips to Maximize Employee Glassdoor Reviews

Glassdoor reviews can be a candidate’s first impression of your company. In fact, four out of five job seekers look to company reviews and ratings when making job decisions. Reviews on sites like Glassdoor can give job seekers a realistic preview of what it’s like to work at your company, so you can attract the right people for your roles. 

Glassdoor reviews can benefit your company in a number of ways. First, they can give you the competitive edge to hire top-tier talent. Top talent can help your company innovate and dominate in your field. Second, reviews provide you with feedback to improve your employee experience. This can help you retain the talent you’ve worked so hard to recruit, even as other companies are actively trying to recruit them away.

Users on Glassdoor can leave company reviews, interview reviews, and benefit reviews. Here are four things you can do to maximize your Glassdoor presence:

Ask for Glassdoor reviews

Glassdoor encourages employers to actively seek out reviews. Here are a few great opportunities to ask your employees for public feedback:

  1. During the employee onboarding process. A great employee onboarding process will generally develop highly engaged new employees. This is a great opportunity to ask for a Glassdoor review. Make this part of your process around the 90 day mark.
  2. Before a big hiring push. Are you opening a new office, ramping up after a successful round of funding, or bringing in seasonal hires? Ask your employees to write Glassdoor reviews before you initiate a big hiring push. Recent feedback from a variety of employees can help you attract more of the right talent.
  3. During an exit interview. All employees will leave your company eventually. If you’ve provided a great employee experience, their feedback could be invaluable to your recruiting efforts. Even if the employee has already left a review 90 days post-hire, their updated review can offer additional insights about their growth and achievements.
  4. When you roll out new benefits. Glassdoor has benefit reviews in addition to company reviews. Ask your employees to share their feedback about benefits, especially when you roll out something new.

It should be noted that Glassdoor allows employees to write one review per company per year. If they write two in one year, the original review will be archived and only the most recent review will show on your profile.

You can also ask candidates who are not hired for your positions to complete interview feedback on Glassdoor.

Promote your Glassdoor reviews

Glassdoor reviews provide social proof of your excellent employee experience, and often help candidates make the decision to apply. Make sure your candidates see them!

Direct candidates to your reviews by sharing links to your Glassdoor profile through your:

  • Career site 
  • Candidate outreach emails 
  • Job postings
  • Social media posts

If your company pays for an Enhanced Profile, make sure to choose a Featured Review to list first. This can be a fantastic opportunity to showcase the review that’s most representative of your employer brand.

Respond to reviews

Glassdoor allows employers to respond to reviews on their site, and 65 percent of job seekers said doing so would improve their perception of a company. Set up your free employer account to sign up for alerts when new reviews are posted, so you can respond promptly. This works best if one person “owns” Glassdoor and delegates out tasks as needed. You can improve response times and ensure brand alignment by drafting templated responses ahead of time, and personalizing them to each review as needed.

Positive or negative, thank the reviewer for their feedback. You can expand on anything positive they said, or say how nice it is to have acknowledgement for all the thought you put into the employee experience. It’s also important to address negative feedback, whether that’s apologizing, or sharing your plan to fix that particular issue. 

Once you’ve responded to a review, the employee or candidate cannot reply again (although they can write a new review to replace the original). If further discussion is needed, offer a way to contact someone at your company so you can take the conversation offline.

Take action on feedback

Your Glassdoor reviews are a fantastic opportunity to improve your employer brand, candidate experience, and employee experience. Look for both positive and negative trends. The things employees and candidates are most excited about should be highlighted in your employer branding materials, and throughout your recruitment process. Things people tend to complain about should be shared with company leadership and addressed as you’re able.

You can certainly gather this information through your regular candidate and employee surveys, but some people will prefer the anonymity of a third-party review site. It’s important to utilize all avenues available to you to improve your candidate and employee experiences.

Final thoughts on Glassdoor reviews

The employee experience begins with the very first interaction a person has with your company, and extends throughout the employee lifecycle. Glassdoor reviews can set the stage for your company’s employee experience. Your involvement can help ensure candidates get a well-rounded view of what it would be like to work at your company—so make sure you’re being authentic.

Sours: https://www.saplinghr.com/blog/4-tips-to-maximize-employee-glassdoor-reviews

How To Delete Glassdoor - Job search, company reviews & salaries Completely





how to delete Glassdoor - Job search, company reviews & salaries account


Other How-Tos: Send Complaint | Cancel Subscription



In this article, we will show you how to delete your Glassdoor - Job search, company reviews & salaries account, get them to delete your personal data too and delete the Glassdoor - Job search, company reviews & salaries app if you have it installed on your Iphone, Ipad or Android. So, if you want to end your relationship with Glassdoor - Job search, company reviews & salaries completely, keep reading.


Table of Contents:

  1. How to Delete via Email
  2. How to Delete on Iphone
  3. How to Delete on Android
  4. Apps like Glassdoor - Job search, company reviews & salaries

delete Glassdoor - Job search, company reviews & salaries account  remove Glassdoor - Job search, company reviews & salaries account


Delete Glassdoor - Job search, company reviews & salaries Account via Email

There are 2 methods to get your data (and account) deleted by Glassdoor - Job search, company reviews & salaries. They are:

  1. Under GDPR - General Data Protection Regulation (for EU Residents): This gives you the right to ask an organization that holds data about you, to delete that data. This is known as the ‘right to erasure’. You can make your request verbally or in writing. We recommend writing via email, to serve as evidence. An organization has one calendar month to respond to your request.
  2. Under CCPA - California Consumer Privacy Act: This empowers California residents to request that a business delete the data/personal information it has on you. The business is legally required to delete the consumer's personal information from its records and direct any service providers to delete the data too. Failure of a business to comply with the CCPA can result in fines of up to $7,500 per violation.

Now we understand what the laws entail, You can delete your account by contacting Glassdoor - Job search, company reviews & salaries via email. Here is how to handle the account data deletion request:

  1. In your email, state the reasons why you want your data/account deleted - Note that under GDPR or CCPA you don't need to provide a reason for your request
  2. Provide all the relevant information regarding your account with Glassdoor .
  3. Mention the Law under which you make your request - GDPR or CCPA
  4. Notify Glassdoor of the penalty for non-compliance - A $7,500 fine under CCPA and 4% of annual turnover under GDPR.
  5. Send your email to [email protected] Login to see email.

Alternatively, you can Request your Glassdoor account data be deleted below.

Send them your request using the format we mentioned above.


Already have an account? Login here



How To Delete Glassdoor - Job search, company reviews & salaries's App from your Phone

There are many reasons you may want to get rid of Glassdoor - Job search, company reviews & salaries on your phone. It may be to clear storage or because you've grown tired of using the app.
Whatever your reason is, here's how to delete Glassdoor - Job search, company reviews & salaries from an iPhone or Android device:

Deleting Glassdoor - Job search, company reviews & salaries app from an Iphone

If you want to delete Glassdoor - Job search, company reviews & salaries from your iphone, here’s what you should do:

  1. From your home screen, tap the Glassdoor - Job search, company reviews & salaries icon and hold till all apps start shaking.
  2. An "X" sign will appear on the top right corner of the app.
  3. Click the "X" sign on Glassdoor - Job search, company reviews & salaries.
  4. Tap the red delete button and viola!

OR


  1. From your Iphone settings, click on "General".
  2. Now click on "Iphone Storage" and scroll down to see all the apps installed on your phone.
  3. Click the Glassdoor - Job search, company reviews & salaries app you want to delete.
  4. Select "Delete Glassdoor - Job search, company reviews & salaries" on the next screen and confirm delete.


How to delete Glassdoor - Job search, company reviews & salaries from your Android phone

To delete Glassdoor - Job search, company reviews & salaries from your android device, here's what you should do:

  1. Open Google Play
  2. From the hamburger menu icon, go to "My Apps & Games".
  3. From the list of available apps on your device, click on Glassdoor - Job search, company reviews & salaries.
  4. Next, tap "Uninstall".

OR


  1. From your home screen or app drawer, tap and hold the Glassdoor - Job search, company reviews & salaries app you want to delete.
  2. Click the part of the screen that shows "Uninstall".

Alternatively


  1. Go to your Android phone settings.
  2. Click on 'Apps'.
  3. Select the Glassdoor - Job search, company reviews & salaries app you want to delete.
  4. Click "Uninstall".





Glassdoor - Job search, company reviews & salaries Software Details

Search jobs, find companies hiring now, and get useful interview tips. We’ve got comprehensive job search tools and advice to help you get where you want to be in your career. You can see company reviews, compare salaries, and find jobs that match your skills. Job search tool & career advice. Discover Glassdoor app features: • Job search - our powerful job search tool automatically finds the right opportunities for you among millions of job listings. • Workplace transparency - our growing database shows you company reviews, CEO approval ratings, salary reports, interview reviews and...

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Law Firm Subpoenas Glassdoor For Negative Anonymous Reviews, Supercharges Streisand Effect With Its Response

from the whoo-boy dept

Fri, May 20th 2016 6:16pm — Timothy Geigner

Many of you likely know about Glassdoor.com, which is a website used by both employers and propsective employees for recruiting, job applications and reviews of companies by former employees as to what it's like to work at a given company. As with any source of crowdsourced reviews, it is not without its pitfalls and controversy, but most of that has to do with different methods by which companies and former employees try to promote or slam a partricularly workplace with anonymous reviews. Anyone who has done job placement research, however, knows how valuable the site is.

Yet the use of anonymous reviews, as is typical of other sites, breeds discontent amongst some. Typically you will hear complaints from companies being reviewed negatively about these anonymous reviews being unfair, untrue, or ginned up by a limited number of ex-employees. That's usually the end of it. Occasionally, however, you get a company that wants to sue over reviews like this. California law firm Layfield & Barrett is apparently one such firm.

California trial attorney Philip Layfield, joined by his firm, has filed a defamation claim against 25 John Does over anonymous comments they left online about Layfield, his current firm of Layfield & Barrett, and his former firm of Layfield & Wallace. Our network of tipsters is mighty, and we’ve gotten our hands on a third-party subpoena served upon Glassdoor.com, a jobs and recruiting website, that allows users to post anonymous reviews of places they are current or former employees of, in order to provide an assessment of the working environment for job seekers. The subpoena seeks the identifying information of several users who have taken to this anonymous online forum to complain about their allegedly miserable work.
You can see the full subpoena below, but it does indeed seem that some of the reviews left for the firm were quite nasty. Titles for some of the posts include "Deceptive, Unethical, Poorly Managed, No Sense Of Direction," "Working Here is Psychological Torture," and my personal favorite "For the love of God, do NOT work here." One can understand why an employer would be unhappy about the existance of these reviews.

Suing over them, however, is likely to be as feeble as it is misguided. This is typically the part of the post where we talk first about the difficulty of suing successfully over these types of opinion-based reviews, move on to then talk about the importance of sites like Glassdoor.com honoring its users' anonymity, before finally coming around to explain that the Streisand Effect will now take hold of this whole thing, with the lawsuit serving mostly to catapult the negative opinions the firm disliked into the forefront of more people's minds than otherwise would have been. And that would usually be the end of the post.

That is not the end of this post, in part because Glassdoor has promised to fight the attempt to out its anonymous contributors, but even more so because Philip Layfield agreed to comment on the story for Above The Law, and Oh. My. God.
With respect to the lawsuit filed, here is the reality. Our law firm has approximately 150 employees and 35 attorneys. We demand the best of the best. Many people lie about their skills, their experience and their desire to be the best when the interview. We pay top dollar for candidates and many of our attorneys earn in excess of $1 million per year. When people are lazy or incompetent, they either quit because the writing is on the wall or they are terminated. Unfortunately, most of those people are unwilling to recognize their shortcomings and they turn to anonymous blogs to spit their venom. The reality is that they should be upset with their parents for raising lazy and incompetent young adults, but they choose to spew false information on blogs such as Glassdoor. The majority of these posts contain blatantly false information. We are going to obtain the identities of these cowards and bring them to justice.These people are going to have to answer for their conduct and we will shine a light on this very cowardly practice that has become an epidemic. People need to realize that just because you are sitting anonymously behind a keyboard, you can’t break the law. Ultimately, future employers will have to decide whether they want to employ people who post false and hateful information about former employers. The same way that Glassdoor operates as a hate forum for disgruntled employees, employers have a right to know information about job applicants.

Unfortunately, most employers are too busy to spend time posting negative information about former employees on job sites, although that would probably do a lot of good for society. For example, I would love to post information about employees who graduated law school, but can’t put two sentences together, or those that are sick at least one day every week.

We will not give any further comments until the case is over.
Imagine yourself for a moment as someone who was willing to give Layfield and his firm the benefit of the doubt thus far. Are you any longer? Probably not. This comment does nothing to verify the accuracy of the complaints at Glassdoor, but it does solidify them in the mind to some degree, does it not? In addition to the demeaning nature with which Layfield addresses his former employees, the aggrandizing tone with which he describes his own firm, and his silly labeling of Glassdoor as a hate forum, he does us all a service by outlining his desire to have employers act every bit as vindictively towards former employees as he complains about in reverse. That kind of delicious hypocrisy isn't in rare supply, of course, but that doesn't make it any less scrumptious to behold.

And, to the previous point, whatever Streisand-y Effect might have resulted from the legal action the firm had already taken will now be supercharged by this boorish comment at a well-read legal industry blog. And here at Techdirt. Any likely many other places as well. If the goal was to make the firm a more attractive place to work, it's difficult to think of a better strategy than this to achieve the opposite.
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Filed Under: anonymity, anonymous reviews, comments, law firm, lawsuit, philip layfield, reviews, slapp, streisand effect
Companies: glassdoor, layfied & barrett, layfied & wallace

Sours: https://www.techdirt.com/articles/20160518/05383434471/law-firm-subpoenas-glassdoor-negative-anonymous-reviews-supercharges-streisand-effect-with-response.shtml
Deloitte 1 Star Glassdoor Reviews

aEmployer online review sites are becoming a normal part of everyday business. While there are many employer review sites like Angie’s List and Yelp, none are more popular or powerful than Glassdoor, which attracts north of 50 million users per month.

Unfortunately, negative and fake reviews on Glassdoor can discourage potential employees (and job applicants) and lead to online defamation of a company or business owner. Having a favorable profile on Glassdoor, on the other hand, is vital for employers to attract the best caliber candidates.

At Minc Law, we have worked with countless companies who need guidance as to how to navigate the challenges that employers face with Glassdoor.

Generally, there are three ways to remove a negative or fake Glassdoor review:

  • Work with the original author to remove the review;
  • Flag and report the review to Glassdoor;
  • Pursue legal action against the employee.

In this article, I will review the best ways to remove negative Glassdoor reviews and provide actionable tips you can implement. I will also outline ways to prevent negative reviews before they even happen.

This article does not address how to respond to negative and fake reviews on Glassdoor, as we generally advise clients against doing so in many situations. Oftentimes, responding to bad reviews (and fake reviews) makes the situation worse, so pursuing a Glassdoor review removal should be your first course of action and we focus in on here as the gold standard of remedies.

 

How a Bad Glassdoor Review Can Make Or Break Your Company

To start with, I cannot stress how important it is for businesses to immediately address bad Glassdoor reviews when they happen. Online employer and company reviews have become the first and most influential factors that employees research and look to when determining whether to work for or engage with a company. In fact, nearly 83% of all job seekers research a company’s reviews and ratings before even applying.

What better website to get a comprehensive insight into a company’s management, salaries, company culture, and benefits, than Glassdoor – a leading employer and company review website boasting over 60 million unique users per month.

Having a positive online reputation on Glassdoor is no longer an “added bonus” that is weighed when determining whether to work for or engage with a company. It is the new standard of what every potential employee applying to your company expects to see.

A positive company Glassdoor profile can make or break a company’s employee hiring, retention, satisfaction, engagement, and productivity. For example, a 1-star improvement in a company’s Glassdoor rating raises the odds that a typical employee will stay for their next position by 4%. What is more, it costs employers 33% of a worker’s annual salary to hire a replacement if that worker leaves.

If your business has been hit with a negative or fake review on Glassdoor, do not worry! Every company inevitably receives negative or fake reviews. You can provide an enjoyable work environment, great salary and benefits, ample growth opportunities, and treat every employee with the utmost respect, and still receive a negative or fake review.

Whether it is an anonymous online troll, disgruntled employee or ex-employee, jealous and bitter professional competitor, or dissatisfied client, it happens to every company. What is critical is that you act to remove the negative or false review as quickly as possible.

Work With the Original Author to Remove the Review

Two men shaking hands

The most effective and straightforward way to get a negative review removed is to directly approach the original author. Resolving the problem with the source is the only way to truly ensure the problem does not reappear down the road.

Take note: if you have reason to believe the review is fraudulent, fake, or not from an actual employee, this is probably not the best approach. In such a case, your best option is to flag the content or pursue legal action as we describe later below.

When deciding how to approach the situation, it is important to consider the following:

  • Do you understand why the author left the review they did?
  • Should you contact the current or former employee or reach out at all?
  • Who should reach out – management, HR, the CEO?
  • Timing of your contact (the sooner, the better).
  • Method of contact (we usually recommend a phone call).
  • What are reasonable options to remedy the situation (severance, confidentiality, etc…)?

Customer service is always a good strategy for dealing with ornery customers. Dealing with negative employee reviews are not much different. Granted, we recommend that businesses do not respond to the review on the website where it was posted.

Responding to the review could make the review even more visible in your online search results. Responding can also make it harder to get the review removed at a later date if you decide to flag and report it or pursue legal action, so we suggest contacting the author privately.

If possible, reach out with a phone call listen carefully to their demands, or complaints. Assure the employee their feedback is being taken seriously. It is extremely easy for a message to be misinterpreted online or in an email so personal communication is key. Online and digital messaging can come across as impersonal.

Once you get in touch, it is extremely important to listen actively and care. Let the employee know that their feedback is appreciated. Give them a chance to talk and offer honest criticisms. Sometimes, people just want to feel like they have been listened to and have a voice or vent. Be prepared to offer solutions and let them know you will address the problems. Assuming they are reasonable.

A heartfelt apology and a chance to feel heard may be enough to resolve a lot of problems and reviews without the need for legal intervention or any abuse reports to Glassdoor.

While oftentimes clients can resolve a negative situation with exemplary customer service and management skills, sometimes an employee-employer relationship may have deteriorated or become so strained that seeking legal help to handle this is advisable.

If an honest and heartfelt customer service driven approach does not work, then it is time to flag and report the review. We cover this in the next step.

Flag & Report the Review

Flag & Report the Glassdoor Review

While we recommend personal contact with the author to resolve bad reviews as a first step, sometimes ex-employees can be too irrational or unreasonable to deal with. In these cases, nothing you say or offer will suffice, and reaching out may even make the situation worse.

If you are dealing with a fraudulent review or get the impression someone is attempting to extort you or posting fake reviews under multiple aliases, it can be best to pursue options other than direct contact to get reviews taken down.

When a personal phone call is not possible (or practical) you may be able to turn to Glassdoor for assistance. Glassdoor has policies against false reviews, defamatory reviews, and inappropriate content.

With respect to defamatory and false reviews, the Glassdoor website notes that, “it is not our role to investigate and fact check each statement in a review.” However, they also clarify that they will remove reviews “if it’s obvious…that a review is false based on our access to reliable information from an independent source.”

Defamation Fact: In order to bring a defamation claim against an author, a plaintiff must prove specific facts to succeed. In most states, a plaintiff must prove that: (1) the defendant published a false statement purporting to be a fact; (2) the statement concerns the plaintiff; (3) the defendant acted with negligence or actual malice when publishing the false statement; and (4) the plaintiff suffered reputational and/or economic harm as a result of the publication.

How to Flag a Glassdoor Review

Content that violates Glassdoor’s Terms of Use can easily be flagged and it will be removed by Glassdoor. According to their Community Guidelines, some of the content Glassdoor considers inappropriate are:

  • Content that misrepresents the author’s current or former affiliation with an employer;
  • Fake or fraudulent accounts;
  • Content that is defamatory, libelous, or fraudulent that the author knows to be false or misleading;
  • Threats, harassment, and abusive, racist, or bigoted content;
  • Content that promotes illegal activities;
  • Content that violates confidentiality, non-disclosure, or other contractual restrictions;
  • Content that violates a third party’s intellectual property or proprietary rights;
  • Content that is sexually explicit;
  • Content that reveals or solicits identifying information from minors.

For example, to combat fraudulent reviews, Glassdoor users may only write one review per year, per company worked at. Should Glassdoor find evidence of a user posting multiple reviews about the same company and through separate accounts, all contributions from that user’s accounts will be removed.

Glassdoor also provides comprehensive guidelines for reviewers to avoid defamation. Glassdoor lists several examples of what California Courts have found to constitute defamation and in violation of Glassdoor’s Terms of Use. Several notable examples include:

  • “Accusing someone of awarding city contracts to friends and giving bribes;
  • Stating as “fact” that someone falsified evidence and presented it in court; and
  • Stating that based on “my own firsthand experience with this building, and its owners a landlord sought to evict 6 tenants and likely contributed to the deaths of 3 tenants and the departures of 8 others.”

To use your employer profile to flag reviews, you need to sign up for a free employer account with Glassdoor. This will enable you to respond to employee reviews and take ownership of your company profile. As a business owner, it is wise to claim as many online review site profiles as possible to boost your online reputation.
Glassdoor Employee ReviewsAaron Minca

To flag a review on Glassdoor, click the Flag icon located below the content. Then, choose the reason you are reporting the review from the drop-down menu and click Next.

Dropdown menu to report Glassdoor Review

In the text box, explain why you are reporting the review and which policy you think the review violates. According to Glassdoor, they will respond to your request within 48 business hours. However, flagging a review on Glassdoor generally only leads to its removal when it clearly violates their Community Guidelines.

Text box explaining how Glassdoor review violates Community Guidelines

If you report a Glassdoor review and they do not remove it, and you think that it violates their Community Guidelines, then we recommend seeking legal help as soon as possible.

At Minc Law, we have extensive experience removing reviews from Glassdoor and other popular employer review websites. We know how to approach employer review platforms to present evidence and arguments to swiftly and effectively remove fake and negative reviews.

Pursue Legal Action

Scale of justice

Getting a review removed from Glassdoor is not always easy, especially if the review is defamatory. Most platforms like Glassdoor like to remain neutral and do not make judgment calls on whether reviews contain false information that they can not ultimately easily verify. If you have exhausted all your alternatives litigation is typically necessary to get negative reviews removed.

When pursuing litigation involving negative online reviews, there are two common situations:

  • When the reviewer’s identity is known, and
  • When the reviewer is anonymous.

When the Reviewer’s Identity is Known

If you know who the reviewer is and they were actually an employee of your business, there is a chance you could be facing a contentious lawsuit. Filing an internet defamation lawsuit requires both tact and strategy, so it is crucial to discuss the potential risks, expenses, defenses, and privileges with an experienced lawyer.

This is not something you should tackle on your own. It is imperative to reach out to an experienced internet defamation attorney to advise you on the best course of action and the respective risks and costs of seeking legal action.

Several major factors that may impact the cost of your legal action include:

  • Whether you are seeking monetary compensation;
  • If the reviewer’s identity is known or unknown;
  • Whether a court order is necessary to remove the review(s);
  • Number of defamatory reviews on Glassdoor;
  • Whether you agree on a flat fee, retainer fee, or contingency fee structure with your lawyer; and
  • Whether time is of the essence or not.

When the Reviewer is Anonymous

If you are dealing with a fake or anonymous reviewer, then removing the content will likely be more complicated – requiring you to file a John Doe lawsuit. A John Doe lawsuit is the process by which you can uncover an anonymous poster’s true identity.

Video: How to Identify Internet Users Behind Anonymous Harassment & Defamation

Video Placeholder

Watch

 

Filing a John Doe lawsuit enables you and your attorney to conduct discovery and subpoena internet service providers to determine a reviewer’s identity of the anonymous reviewer. After identifying an anonymous reviewer, most matters typically settle quickly. If not, litigation against the identified employee generally ensues.

When Glassdoor reviewers are anonymous, businesses must carefully consider the best place to file their lawsuit for purposes of jurisdiction, discovery, and relief, as well as defenses that are available or common in a particular jurisdiction.

Additionally, having an attorney who is experienced in dealing with online review sites and Glassdoor is key. Glassdoor staunchly defends its users’ right to anonymity. So it is vitally important for your lawyer to know what common pushback and objections they will encounter, and how to overcome it or you may never get the information you need.

John Doe lawsuits can become extremely complicated and must be done quickly to adequately obtain and preserve necessary IP or other evidence before it is destroyed. Time is of the essence in many cases.

Online Reputation Fact:Online reputation management (ORM) refers to the influencing and controlling of one’s online reputation. Closely tied to public relations, ORM tends to focus on reputation monitoring and repair, as well as damage prevention and recovery. ORM can be a very beneficial service for content that is still newsworthy, has gone viral, is related to a serious crime, or if legal action for content removal will take too long.

Other Best Practices to Remove Glassdoor Reviews

Regardless of the strategy you use, below are a list of some do’s, don’t’s, and other best practices for Glassdoor content removal:

  • Do not threaten to sue Glassdoor

One of the most important tips to remember when contacting Glassdoor is to be courteous and friendly. Section 230 of the Communications Decency Act protects platforms like Glassdoor from liability for user-content, so threatening a lawsuit will not get you very far. We go over Section 230 in greater detail in the video below, including the pros and cons of the legislation, why it protects sites like Glassdoor from liability, and significant court cases that have shaped how it is interpreted.

Video: What is Section 230 of the Communications Decency Act?

Video Placeholder

Watch

 

  • Do not resort to threatening your employees baselessly to bully them

Not only is this bad business, but threatening employees will also likely backfire. Maintaining a positive online reputation starts with building a value-centered business culture. Glassdoor’s mission is to help people find a job and company they love.

Treating your employees well goes a long way toward making your company a great place to work. Threatening employees will probably not lead to the removal of negative reviews and will most likely only increase the number of negative reviews you are receiving.

This goes hand-in-hand with our last suggestion. Bribes are not a component of value-centric businesses that strive for a wholesome culture. Offering bribes could lead to an increase of negative reviews, or worse – legal sanctions. Pay for play ratings are strictly prohibited by Glassdoor’s policies.

  • Comply with Glassdoor’s Terms of Use and Community Guidelines

Just as reviewers must comply with Glassdoor’s policies, you will also need to follow their rules when using their website. Violating Glassdoor’s rules could get your employer account terminated and certainly will not help your case if you are requesting removal.

  • Do not attempt to generate fake positive reviews or pay for reviews

Generating fake reviews or offering to pay employees for positive reviews is unlawful and legally prohibited under the Federal Trade Commission’s Endorsement Guidelines. Not only could employees publicize the dishonest tactic, but it also violates Glassdoor’s policies.

Generating fake positive reviews in the wake of a negative situation could ultimately trigger a malicious reviewer to ramp up their attacks by leaving more negative reviews or engaging in further behavior that harms your company. Remember, after a user leaves a review, Glassdoor will continue to send them updates every single time a new review is posted.

  • Make sure to preserve all relevant evidence if hit with a bad review

As soon as you discover a defamatory or bad review, take a screenshot to preserve the evidence. If you have other evidence that proves how the review is false, work to preserve it as well. If you wind up in a position where you have to pursue legal action, you will need to have supporting documentation readily available.

  • Familiarize yourself with informative and helpful Glassdoor resources

Glassdoor provides countless resources for businesses that want to improve their chances of removing negative and fake reviews, such as:

  1. How to Respond to Negative Glassdoor Reviews;
  2. Glassdoor Reviews: A Step-by-Step Guide For Employers;
  3. The Do’s & Don’ts of Asking For Reviews; and
  4. 5 Essentials for Managing Glassdoor Reviews.

Reputation Management Tip: Content suppression is the act of creating positive content to bury unwanted or negative content from appearing in your search results. The more positive content you have out there about your company, the more it combats negative or defamatory content. To boost your online reputation, you can create a company website and blog. You should also use social media and claim any free business accounts like those offered by Google and Glassdoor.

Work to Prevent Negative & Fake Glassdoor Reviews Before They Happen

If you noticed a trend in our best practice recommendations, it is that your business culture matters. Cultivating a positive culture and consistent branding is essential to the health of any business. This starts with how you treat your employees and customers.

Engage with your employees and provide opportunities for transparency and feedback. Not only will this help prevent a negative employee review, but it could lead to a happier and more productive workforce.

It is also advisable to embrace your online presence. After all, the best defense against negative reviews is a good offense. Be proactive. Keep an updated website, use social media, and take over your free business profiles on Glassdoor and elsewhere. Highlight your company wherever employees are searching for you and publicize favorable reviews on multiple platforms if possible.

If your efforts to remove a negative Glassdoor review are being ignored or you do not feel comfortable handling the situation alone, it is recommended that you speak to an attorney.

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At Minc Law, we have proven success in removing negative reviews from Glassdoor and a host of other websites. We can help you protect your online reputation with a free, no-obligation consultation. Contact our office to learn more.

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Glassdoor act

Employment Law Lookout

By Kristen Peters

Seyfarth Synopsis: Even if bad Glassdoor reviews have you feeling like you need to fight back, employers should stay out of the ring, and instead implement social media policies that clearly define prohibited behavior and disclosures, while spelling out the consequences for violations. Employers must not retaliate against employees for their lawful out-of-office behavior.

People are used to sharing everything about their lives—from what they ate for breakfast to the funny name on their Starbucks Frappuccino. But this behavior can be scary for employers when current and former employees take to social media to complain about their jobs—or even defame their boss. Of particular interest are online platforms such as Glassdoor, which purport to provide “inside” information about working conditions, salaries, and company culture.

So what can an employer do when an employee posts a negative comment on Glassdoor about the company? The answer is … not much. The law often protects an employee’s off-duty speech. But the law does not protect defamatory speech, and it does not protect the disclosure of confidential, protected information. So proactive employers can take steps to make sure they are not unfairly smeared online and that their trade secrets are protected. We have a few suggestions in that regard.

What Are You Tryin’ To Prove: Don’t Get In The Ring

Websites such as Glassdoor, which has about 30 million monthly users, allow current and former employees to criticize or praise a company, typically through anonymous posts. Though many such sites screen critiques to prevent the posting of offensive comments and those that would disclose private information, they nonetheless present a conundrum for employers: Do you ignore criticism—even if it’s false—or do you respond to it? The former tactic can permit damage to an employer brand to go unchecked; the latter can make an employer look defensive.

In this new age of information, job applicants search employer review sites for information about companies. Responding to a negative review can help your brand if you do so in a way that shows the organization is genuinely committed to improving. But a response could also provide more fodder for further negativity, so it’s best to try to get ahead of the problem by making changes in-house, if necessary.

If your employees are posting on social media outside of working hours, California’s constitutional right to privacy can protect them from retaliation. Labor Code section 96(k) protects employees where they have engaged in lawful conduct asserting “recognized constitutional rights,” such as free speech postings on social media, occurring during nonworking hours away from the employer’s premises. A better avenue is to get ahead of the problem and educate employees about what they can and can’t post online about the company.

Put Your Robe On—And Implement a Social Media Policy

You can restrict free speech online for current employees with a social media policy (but only up to a point!). Employers should have a social media policy that prohibits posting confidential information about the company (and perhaps about posting anything about the company at all) without permission from the company’s public relations group. Every employee is required to follow the company’s legally compliant policies even if they are stricter than what the law would otherwise allow. If an employee violates your policies, that employee could be subject to employment discipline up to and including termination.

That said, there are limits to the restrictions employers can place on what employees can say about them online. The National Labor Relations Act protects the rights of workers to discuss wages and working conditions with other workers. These protections apply to posts on social media, so your social media policy cannot prevent employees from communicating with other employees online about the company’s pay or working conditions, such as might be the case with a Glassdoor review.

For example, in analyzing one company’s social media policy that forbade employees from making anonymous posts about the company online, the NLRB’s general counsel found that “requiring employees to publicly self-identify in order to participate in protected activity imposes an unwarranted burden on Section 7 rights [of the National Labor Relations Act]. Thus, we found this rule banning anonymous comments unlawfully overbroad.”

You Never Got Me Down—Employers’ One-Two Punch Combo for Dealing with Social Media

  • It is prudent for employers to prepare and implement a social media in the workplace policy in order to avoid risks of disclosure of confidential and proprietary information and claims of cyberbullying, harassment, and discrimination.
  • Social media policies should clearly articulate the legitimate business interests the employer seeks to protect, as well as provide clear definitions of prohibited behavior and private and confidential information, and spell out the consequences for violations of the policy.
  • Employers should use caution when disciplining employees based on social networking activities, as certain union and nonunion employee rights need to be considered.
  • An employer may discipline an employee for posting negative comments on a social networking site if the employee’s comments are offensive or inappropriate, and not related to employment issues, and should do so on a consistent basis.

Workplace Solutions: Employers should open up a dialogue with employees about social media and encourage them to bring grievances to Human Resources, instead of airing their grievances online. Employers should also avoid retaliating against employees for posting on social media outside of work hours, and implement social media policies that clearly articulate the penalties for posting confidential information, and any defamatory statements.

Tags: California Constitution, Confidential Information, Defamation, free speech, Glassdoor, Internet, Labor Code section 96(k), National Labor Relations Act, NLRB, social media, Website
Sours: https://www.laborandemploymentlawcounsel.com/2018/03/raging-bull-getting-beat-up-on-glassdoor/
How to Use Glassdoor for Company Research \u0026 Job Search?

Charlotte Latin Employment

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You can apply for a position by clicking the Apply button on the position's job description page. You're welcome. As an instructor who uses the Varsity Tutors platform, you can earn good money teaching small groups of students, choose your own hours, and truly make. Director, Enterprise Data Management- Technology Transformation Practice. Aug 10, 2021 · Our oilfield technology and services help you operate efficiently and predictably, ensuring that projects are executed right the first time and assets consistently perform at peak productivity. Applicants will be contacted as substitutes are needed for each division. Children Experienced Episodic Poverty at Higher Rate Than Adults. Sydney to Stockholm. Buenos Aires, Argentina. The Diocese of Charlotte is an Equal Opportunity Employer. Charlotte County Public Schools attempts to make all of our websites accessible to all visitors. Director of Studies, Upper School Diversity Coordinator. Aerostructures. 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You will find all the support you need to be successful in our Learning Library articles and videos, our encouraging. Google is proud to be an equal opportunity workplace and is an affirmative action employer. If you encounter a problem with website accessibility, please fill out our webpage accessibility request form to request alternative access to the content. Buenos Aires, Argentina. Extended Day Substitute 2021-2022 (30150) | Charlotte Latin School Inc. See a listing of Public schools in Charlotte, NC. Charlotte Latin School - Charlotte, NC. As a community of learners, the School believes that a deep understanding of differences is necessary to its overall mission. Summary Functions in collaboration with physician(s), physician assistant(s) and/or nurse practitioners(s), and nursing staff in support of Our Promise. Lead Project Manager - Engineering Projects. Charlotte's Latin American Coalition is also seeing an. 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The ideal candidate will have a comprehensive background in canonical English literature and the liberal arts, a readiness to teach English literature, grammar, and composition in a variety of courses in grades 9-12, and. In a time like no other, Hilton grew to a milestone 1 million rooms and responded to the pandemic with innovations for guests and positively impacted our communities. I Love Miami. We’re continually striving towards this goal on all fronts to uplift people across race, ethnicity, gender, sexual orientation, disability, and other underrepresented groups. Charlotte Soccer Academy. As a tutor who uses the Varsity Tutors platform, you can earn good money, choose your own hours, and truly make a difference in the lives of your students. A major in international studies helps students develop transferable skills that are valued by employers. Nov 05, 2020 · 8510 MCALPINE PARK DRIVE | SUITE 109. As a tutor who uses the. Founded in 1992, St. Director of Studies, Upper School Diversity Coordinator. Apply online for jobs at Halliburton - Professional Jobs, Field Operation Jobs, Manufacturing Jobs, and more. A recent U. Join us to help build the future of banking. In compliance with Federal Law, Charlotte-Mecklenburg Schools administers all. 34 Charlotte Latin jobs available in North Carolina on Indeed. We bring together remarkable people, bonded over our love of food—people who are hungry for what’s next. Latin Labor Staffing assumes all responsibility and liability for the business of employment, such as risk management, human resource management, and payroll and employee tax compliance. is a Southeastern United States regional chain of fast food restaurants, specializing in cajun seasoning, fried chicken, and buttermilk biscuits. Easy Apply. A free inside look at Charlotte Latin School salary trends based on 18 salaries wages for 14 jobs at Charlotte Latin School. 30 best breakfast spots in Charlotte and what to order from each. Employment Agency in Charlotte. It has 1,656 students in grades PK, K-12 with a student-teacher ratio of 7 to 1. Manager + -Sales returns all opportunities that have Manager in them that do NOT have Sales associated to them. 1,907 Followers, 59 Following, 1,007 Posts - See Instagram photos and videos from Charlotte Latin Athletics (@cl_hawks). Our 24 manufacturing facilities are located across the country. Trinity Episcopal School is committed to the breadth of the Episcopal tradition in both its unity and diversity. Congratulations Billy for being a part of the Circle of Honor since 2014 If you want to be like Billy learn more about our feeder driver positions by. You'll be given autonomy. We break new ground by working together. Comments (-1). Latin Labor Staffing assumes all responsibility and liability for the business of employment, such as risk management, human resource management, and payroll and employee tax compliance. Learn more about FedEx Careers. #2 Best Private High Schools in Charlotte Area. CAS believes strongly in nurturing every student's potential, enabling them to thrive in the classroom and into the future. Charlotte Latin School. 33 reviews. JOB SEEKERS. #MHACChelp. Google is proud to be an equal opportunity workplace and is an affirmative action employer. Celebrating 70 years of excellence in Christian education. Your search results for the jobs at Campbell Soup Company. 20 hours ago. As long-time K-12 teachers and administrators, we knew there was a better way to approach school -- a way that puts the needs of students (vs. Charlotte Latin …. Glassdoor has 6 Charlotte Latin School reviews submitted anonymously by Charlotte Latin School employees. We invite, welcome and support each other to discern and respond to God's plan for each of us so that we may all experience the fullness of life that Jesus promises. com last August put together an interactive. We owe our success as an industry leader to the more than 300,000 global team members who deliver exceptional customer service experiences day-in and day-out. Our employees are passionate about sharing science with the world. Charlotte's Premier Youth Soccer Organization. Get the inside scoop on jobs, salaries, top office locations, and CEO insights. magnum opus. Charlotte Latin does not discriminate on the basis of sex, race, color, religion, age, sexual orientation, disability, national origin, veteran status, military service obligation, or citizenship status with regard to employment practices including hiring, termination, discipline, promotions, pay, or other terms and conditions of employment. If you are interested in applying for an instructional position, please visit the Charlotte Latin School website for employment opportunities. Fort Mill, SC. Our school system is comprised of 19 schools throughout the western half of North Carolina. As long-time K-12 teachers and administrators, we knew there was a better way to approach school -- a way that puts the needs of students (vs. You will find all the support you need to be successful in our Learning Library articles and videos, our encouraging. CHARLOTTE, NC 28211. Estamos ubicados en 7741 A1 Colony Road. We’ll show you how to confidently teach your whole family together using the Charlotte Mason method, living books, and our open-and-go daily plans. Charlotte Latin School is an effective learning environment that accepts all people. $25K - $53K (Glassdoor est. Parks Chevrolet Charlotte NC - Charlotte Full Time 8530 Ikea Boulevard, Charlotte, NC 28262 AUTOMOTIVE SALES CONSULTANTS Make up to $75K your first Year! 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It’s Probably Not a Good Idea to Sue Glassdoor If Your Employees Diss You There

Section 230 of the Communications Decency Act has, once again, protected a website from a claim of defamation based on user postings.

Simply put, Section 230 of the CDA provides that a website isn’t liable for defamation (or any other non-intellectual property claim) based on user postings. The poster may be liable (if she can be identified), but the website is not. Typically, Section 230 cases involve defamation or interference with contract by the poster — copyright infringement based on user postings is handled by a separate statute, the DMCA.

Craft Beer Stellar, LLC’s suit against Glasdoor ran into this law head-first in a recent case decided by Massachusetts U.S. District Court Judge Dennis Saylor.

Craft Beer complained to Glassdoor over a critical posting by a Craft Beer franchisee (the fact that the post was by a franchisee rather than an employee is legally irrelevant). Glassdoor removed the posting on the ground that it violated Glassdoor’s community guidelines. The franchisee reposted, this time in compliance with the guidelines, and Glassdoor denied a request by Craft Beer to remove the second posting.

Craft Beer argued that by taking down the first review and allowing the second review to be posted Glassdoor lost its Section 230 immunity. The judge summarized its argument as follows:

Glassdoor essentially contends that Glassdoor’s decision to remove a “review” from its website for violating its community guidelines, combined with its subsequent decision to allow the updated, guidelines-compliant version of the “review” to be re-posted, constituted a material revision and change to the post’s content. Such a material revision, it contends, constituted an act of creating or developing the post’s content, and accordingly transformed Glassdoor from an (immunized) interactive computer service into an information-content provider not subject to the protections of §230.

Judge Saylor rejected this argument, noting that Glassdoor wrote neither of the two posts; it just made a decision to publish or withdraw the posts. First Circuit precedent holds that these kinds of “traditional editorial functions” — deciding whether to publisher or withdraw content — fall squarely within Section 230’s grant of immunity. See Jane Doe No. 1 v. Backpage.com LLC (1st Cir. March 14, 2016) (“lawsuits seeking to hold a service provider liable for its exercise of a publisher’s traditional editorial functions — such as deciding whether to publish, withdraw, postpone or alter content — are barred”).

Craft Beer also claimed that Glassdoor had violated the Defend Trade Secrets Act (“DTSA”), 18 U.S.C. § 1836. However, as noted above, Section 230 provides protection for non-intellectual property claims. Although one would ordinarily think of a trade secret claim as an intellectual property claim (and therefore not covered by Section 230), the DTSA expressly states that the DTSA “shall not be construed to be a law pertaining to intellectual property for purposes of any other Act of Congress.” Accordingly, Section 230 provided Glassdoor with protection from the DTSA claim as well. (For an in-depth discussion of this issue see Professor Eric Goldman’s article, The Defend Trade Secrets Act Isn’t an ‘Intellectual Property’ Law.)

The larger problem for Craft Beer may be that not only did the judge dismiss its complaint, but the case probably has added publicity to the bad reviews Craft Beer sought to quash. Indeed, even if it had won the case and forced Glassdoor to take down the offending posts, potential franchisees researching the company online would find the posts quoted in court decisions in the case. As things now stand, Craft Beer is probably suffering to some extent from the Streisand Effect (for another example of Section 230 and the “Streisland Effect” see here). And, if it is considering an appeal to the First Circuit (a bad move, in my opinion), a decision from the First Circuit will only make matters worse.

Craft Beer Stellar, LLC v. Glassdoor, Inc. (D. Mass Oct. 17, 2018)

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