Week in Review

Explore:  Mobile Apps Technology

Can you imagine receiving just a few work-related emails a day? Click the link below to read about the innovative communication solutions that companies are exploring to try to reduce the biggest distraction for their employees – the volume of their inbox. Speaking of distractions, as we mentioned in last week's Week in Review, we’re in the midst of the 2014 World Cup. Much like March Madness, the World Cup is a month-long event that can create productivity concerns for employers. Since the 2010 World Cup, technology advances have created greater challenges for employers who seek to monitor employee activity. So, before you tackle that issue during this year’s World Cup, read the links below for a review of some of the issues to consider.

Technology and the Workplace
A Company Without Email?  Not So Fast (WSJ)
World Cup Fever:  Workplace Considerations Before Giving Out That Red Card (Connecticut Employment Law Blog)
The World Cup Is On... Should You Be Watching?  (Evil HR Lady)
Board GC Seeks to Change Work Email Rule (Labor Relations Today)
"Do You Want To Know a Secret?"  The Risks Posed by Anonymous Social Apps (Socially Aware Blog)

Technology and the Law
Student suspended for 7 weeks over 2-word tweet sues police and school officials (ABA Journal)
Agency Aims to Regulate Map Aids in Vehicles (NYTimes)
Google Ready to Comply With 'Right to Be Forgotten' Rules in Europe (NYTimes)
Settlement reached with states in Apple e-book price-fixing case (LA Times)
Jurors Behaving Badly (Delaware Employment Law Blog)

There's an App for That
This App Lets You Say 'Yo' to Your Contacts.  That's It.  (Wait, Is It?)  (Mashable)
You Can Watch the World Cup for Free on Roku (WIRED)
Facebook Releases Slingshot for Self-Destructing Selfies (NYTimes)
Microsoft Enters Wearables Sector with Phone Charging Pants (Forbes)
The Bench of the Future Could Charge Your Smartphone (Yahoo)

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DISCLAIMER: Because of the generality of this update, the information provided herein may not be applicable in all situations and should not be acted upon without specific legal advice based on particular situations.

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