Any truth that recordings of what, frankly must be a horribly traumatic life event, especially for breadwinners with families, are being swapped around by certain individuals here for some sort of twisted gratification? Is that the level we have fallen to? How do these people sleep at night?
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Don't think I have forgotten about you. I'm going to wait until you're re-settled in the office.
Catch you later, Bruhhh!
Submit.
OK, so it’s becoming obvious that this whole thing never happened, but it gave a couple of Monday morning legal quarterbacks an excuse to throw fe--s at each other. And after all, isn’t that what working at Baker is all about?
“Massachusetts Bay Colony Government”. Pffft. What ever.
Wish you all weren’t so awkward bud.
Under 18 U.S.C. 1111, is also a federal crime, and it’s called mu---r. But mu---r is trialed at the local level first.
district courts, county courts, county courts of law, probate courts, justice courts, and municipal courts.
And then Texas has :
four federal district courts, a state supreme court, a state court of appeals, and trial courts with both general and limited jurisdiction.
Please point us to the appropriate court.
And the only elasticity in court are the circumstances in which an event occurred, ie: a contract, a hand shake, an agreement. That’s the only thing elastic. Elastic Interpretation of a law does not exist in the law itself. There’s no such thing as a wholistic law. Never going to happen.
Congratulations! You’re d-mber than the people that created the Massachusetts Bay colony government.
News flash, that’s almost 400 years ago. You’re genetics have actually gotten stupider. Do us all a favor and don’t donate your Bodily fluids or DNA. In fact, have your barber burn your hair clippings. We can I’ll afford an outbreak.
That’s what you get for being a doosh.
@2unh Thanks for cutting & pasting the text of the statute and proving that I am indeed well within my rights to record my conversations with management and HR while at work.
From the posted text, the bounds of the statute are necessarily elastic and open to legal interpretation, but it clearly indicates that the recording, and to some degree even the dissemination of the recording, is legal under federal law in a broad range of circumstances, all of which are encountered daily in the workplace.
If this was an attempt at an own, it failed. Typical BH.
Bahahahahaha!!! What product line did this happen in??? I gots to know
Deplorable behavior at BKR from top leadership? No…can’t be!
@2vjp+1cVsBYuw
Thanks for the clarification.
Question 1:Are computer storage devices containing covert recordings of office personnel without the one party consent being present in those recordings an issue? And is it also an issue that the storage devices containing those recordings were exposed to all office, shop, vendors, and anyone entering the office. In other words, there were no data privacy mechanisms protection the vulnerability of the recordings? Anyone could take the data.
Question 2: Is there an issue with, covertly recording the office area utilizing an Ethernet cable and router that’s not integrated into the BH secure network? And why would someone point an internet recording devices in the direction of the none internet recording devices?
Question 3: What character generalizations can we assume about someone that records the office outside of company protocols? Personal use?
No situation is really conceived in a vacuum. There’s usually outlying pieces that build a complete narrative.
Or a narrative is created then pieces sprinkled around the main issue.
I agree with you, but that’s why you have to put a few dashes of salt outside of the plate.
Happy recording 👍
@2vjp+1cVsBYuw
Per the statute: “…unless such communication is intercepted for the purpose of committing any criminal or tortious act in violation of the Constitution or laws of the United States or of any State.”
So, if any other laws are broken or tort occurs, then the recording is illegal (including if the recording breaches state wire tap laws).
So, if distribution of copies of recordings breaks, for example, employment laws or privacy laws, then the recording becomes illegal. Also, if the recording breaches company policy or employment contract, or contributes to any harm that an employee could sue for, the recording become illegal.
@2eoq Read the text of the statute.
Yes, I absolutely can record workplace conversations as the sole consenting party under federal law in a very broad range of circumstances. Sure, BH can fire me for it, but I can record the conversations, and I can use them in any future litigation where my rights under federal law may have violated.
If you aren’t one of the “people leaders” or HR reps doing shady (and probably borderline illegal) things, then you shouldn’t have anything to fear, because nothing recorded can be used against you.
You’re wrong! A condition of employment like dr-g testing policy, company policy like spirit & letter and even bylaws to none profit clubs, such as biker club , chess club, boyscouts bylaws are all contractual obligations and are all within the court’s jurisdiction. Everyone renews company policy every year through myLearning. I think BH has enough lawyers looking over the federal legality of spirit and letter.
Harassment is a much larger civil issue than a legal one. Especially when peoples’ personal information is being mishandled by management.
The bigger concern is the level of dishonesty and how some individuals will maintain a disguise state of indignity and only become honesty when cornered with the concrete truth.
Do not take legal advice from a message board. If this allegation impacts you, consult a lawyer.
There is more in play here than a single clause in federal wiretap laws. There are privacy laws, there are employment laws, there are state and federal laws. He-l, this may even impinge on the constitution. Also, companies can be sued if they breech their own policies.
It’s not just recording, it’s also what you do with those recordings, and what they contain. For example, HIPA could be an issue if an employee expresses concerns about medical coverage for a family health issue.
Any legal action will likely go through the ombudsman, but it’s better than nothing.
The fact that there are people on here posting so aggressively that these behaviors are legal has me concerned about motives and agendas.
18 U.S.C. 2511(2)(d). Read it and weep.
You’re also under no obligation to disclose that you’re recording or intend to if asked. As a participant you can consent under the “one party consent” clause. Last time I checked, BH policy doesn’t supersede federal law.
@2bcw The ombudsman is not your friend.
@Everyone: If management is part of the problem (usually the case), make a complaint in writing to the highest accessible level of leadership, copy everyone involved, and get an attorney. You can also make complaints directly to the DOL. Do everything in writing and don’t sign anything.
If anyone needs help assisting them in determining options to help resolve conflicts, problematic issues or concerns, I can point you to the perfect ombudsman regarding office recordings.
Spirit and the letter, Texas, California, and Federal recording laws, he knows it all. Foremost expert in problematic issues like this, from my point of view.
You are absolutely wrong. Federal law doesn’t preclude company policy. Baker Hughes has a strict no recording policy, no matter legality you can and will be terminated. Please everyone do no record any conversations whether right or wrong you’ll be fired for it.
I don’t work for BH anymore and when I went to HR the first time they covered for the supervisor. I’m contemplating putting his name out here and let him and HR make a horse race if it.
Since he’s in bed with HR they can figure this out for themselves.
Anyone tied to to this supervisor will inherit the mistrust and dishonesty. Frankly I’m not in the business of protecting BH anymore.
This is a new low for HR. I knew they got off on layoffs. This is the day the live for. But to record it and share it is even below them. I do not doubt it for a minute.
Oh yeah, and any employees who are aware of these alleged activities? Prepare to be thrown under the bus. The company will drop you in a heartbeat.
Your best option is to formally notify HR of what you know now.
And anyone who participated? Gonna be fun trying to pay for lawyers when you just got fired.
If you have a “reasonable expectation of privacy”, then recording and distribution is not legal.
If this happened, people need to speak to lawyers ASAP.
Nothing new there
@Everyone
You can legally (under federal law) record your conversations as long as you’re a participant. As a participant, you can consent to the recording. You do not have to notify any other participant. The only place you cannot record is in “protected personal spaces” (i.e. bathrooms).
I recommend that every BH employee record every conversation with management and HR. BH HR will put words into your mouth, make every effort to remove context from your statements, and weaponize your own words against you.
Surely this can’t be possible? Aside from being monstrous, nobody with half a brain, a desire to stay employed, and a wish to stay out of court, would participate in something so immoral and stupid.
It’s not an accusation, people have copies of the recordings
Want to get payback send that accusation to compliance. Anytime recordings made and those people will be terminated immediately
I would say that if a manager is wondering if his covert recordings of the office and his conversations that he recorded behind closed doors are out in the world, I would say yes.
I would also like to point out that the manager not only lost all integrity, trust, and honesty, but what he did for months was illegal do to the fact that he notified everyone that he wasn’t recording the office place.
Since you’re fishing, while you were providing a whole lot of reassurances to her, I’m guessing she wasn’t aware you were recording the conversation.
People don’t take kindly to being recorded, where you’re going. And this report is directly from the eyes and ears of a first degree witness and can finger at least 10 more that you recorded or told you weren’t recording.