Roundup: Employee social media; VT pay transparency; Pride and discrimination; Employee feedback; CT paid sick leave

Don't make employees use LinkedIn. And really don't ask them to give you access to their personal social accounts. In some places, it's illegal. In all places it's bad. Employees personal social media pages are theirs to do or not do what every they want.

Now for the inevitable, yeah-buts.

What many employers are doing is posting pay ranges that are completely meaningless. There is no real job that realistically has a pay range of $20,000 to $200,000. Anyone who sees a range like this can tell the employer is being lazy, sneaky, or both.

And here's the scoop on the new Vermont pay transparency law and why you don't want to be sneaky with pay ranges.

Laws that protect against discrimination are about fundamental human rights to be treated with dignity and fairly because you exist and are human. They relate to our ability to work, have housing, have access to public services and businesses, and to be ourselves.

This is a fantastic overview of the legal protections for LGBTQ+ people, including the internal links to more resources. They also offer helpful suggestions, not only on legal compliance, but also what that looks like in practice.

If performance feedback was really about helping people learn, solve problems, and improve, it makes sense that it would be in real time and about the work people are doing now. That's exactly what this Chicago law firm decided to do. Not only that, they are working with people to become more comfortable both giving and receiving feedback. They recognize that even attorneys have emotions. I'm joking. Sort of.

You don't want your employees sick. They don't want to be sick. And if you make me sick, I'm going to be pissed. Put that in your wastewater.

If you have employees in Connecticut, here's how to get ready for the new paid sick leave law that goes into effect at the start of 2025.