He has some issues with the guy and he wants proof of mistreatment. I told him I don't think that's legal, and not to mention, a certain path to getting fired. Am I wrong?
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@h7 no it isn't, do your research. https://cldc.org/oregon-recording-law-overturned-what-it-means/
my biggest regret from my time out at that place was not recording the absolute abusive and insane things said to me by my, "manager". I was a high performing not an a--hole senior director, had to navigate through the worst of the boys club who were fired during MeToo, and should have sued the company on my way out. Do not. be loyal to that place or ANYONE who works there - D
Interesting that the ones that got it shot down were right wing na-is posing as liberals to try and entrap them.
https://www.wweek.com/news/dr-know/2024/12/08/do-ring-doorbells-require-a-sign-informing-passersby/
However, in July 2023, the 9th U.S. Circuit Court of Appeals struck down the Oregon law forbidding the recording of in-person conversations. Under this decision, consent for such recording is no longer required provided at least one participant in the conversation is aware of the recording. (Weirdly, this was already the rule for conversations on the telephone.)
Oregon is a two-party consent state. Reasonable expectation of privacy in that situation. Just get the manager's consent to record the meeting. Your buddy has bigger problems though.
@c0 Those aren't employment contracts.
Woah. Non compete not NDA. Thatl learn my as to post at the bar.
@bs there are employment contracts in the USA you’re confusing ‘at will employment’ with the slew of contracts we all signed during our hiring process. An NDA is the most recognizable contract we all signed, regardless of how enforceable it is they still have you sign it.
Also good luck playing diy lawyer with eSign. We have been digital for almost a decade.
@b5 What country are you in, because in the US, there aren't any employment contracts. They don't own anything unless it was done on company hardware. Also, if you ever work for a company that tries to make you sign anything saying they own all your work, just comment that section out, annotate it with a note and initials, then quietly returned the signed document. They never read them, and if they try and go after you later, the burden of proof is on them to prove you agreed to it, which if they go digging, they will find that you didn't.
"Am I in the wrong for thinking this is a pretty obvious case where HR would be protecting the company and its IP?"
No you are not on the wrong at all, I misunderstood. Doing the right thing is a good thing. Otherwise we would still have that Benevity scandal and others occurring.
I did use this opportunity as a platform to get my rant out about HR not being on your side.
@aj The absolute irony of that charter is when HR actively retaliates against whistleblowers instead of addressing the root cause of the issue that ends of causing MORE damages to the company.
Like, did it ever occur to you HR folks that you STILL have the liability of a lawsuit when the perpetuator/offender is STILL AROUND???
Fu--ing reactive and addressing symptoms instead of the actual problem. FFS.
What digital assets does Nike have to steal?? Lol.
Go ahead and steal IP. You will then be sued for all the profit alongside a cease and desist letter. Look at how we’ve nailed any content creator that started selling making and selling their own swoosh shoes.
Read your employment contract again, Nike owns anything you make on or off company computers that is related to your role or our business. But unless its making money why would they care?
Likewise. Fill a shopping cart at the company store every day and see how many weeks you manage before loss prevention gives you a visit. Executives HAVE lost their job due to their wife’s shopping (and reselling) habits.
OP your friend’s only hope is that their manager is breaking a few laws, they get a good lawyer, then get HR involved. Otherwise their only option is to change teams or su-k it up. I’m probably biased but “mistreatment” reads as “mean” which means nothing in the scope of HR shielding the company from legal exposure.
@aq+1k1tpjq57
Nike does not protect its intellectual property. I’ve witnessed VPs and senior directors on multiple occasions expect that KIT work be done on personal devices.
Nike’s digital assets have never been secure lol.
Self-advocacy doesn’t require permission. Stop asking for approval to defend yourselves from corporate ghouls and their pick-me babies. Document everything however you see fit, but stay quiet about it until you’ve consulted legal counsel.
Most legal professionals I’ve spoken with recently say Nike HR is full of hot air and easy to catch in a lie. My assigned reps were consistently unprepared, failed to document anything, and still claimed to “know what’s going on” in meetings. The hardest part was not laughing as they turned themselves into parodies.
Sorry, but some random failed parent placed in an HR role doesn’t get to define my position or skill set just to suit Nike’s whims. Leaving opened the door to healthier, more fulfilling opportunities.
I’m @ah+1k1tpjq57
If the comment right below about HR protecting the company is directed at me, I need to clarify that in the example I gave, the coworker got reported for trying to steal and sell Nike tech we developed in house. Didn’t hurt anyone personally, but wanted to actively hurt Nike. Am I in the wrong for thinking this is a pretty obvious case where HR would be protecting the company and its IP?
People in corporations really, REALLY need to understand what HR's charter is.
They are essentially a branch of the Legal department, charged with making sure the company doesn't get sued, minimizing damage, etc.
HR is NOT there for you as an employee when it comes to you vs. company.
Please stop believing otherwise, otherwise you will be waiting for them to "save you" while they are quietly working in the background documenting all your complaints for later layoff/rif decisions.
Speaking of HR and what they care about… A coworker had approached multiple people (including me) to literally steal proprietary tech we were developing and sell it. He got reported to HR yet nothing ever happened. Is HR here to tell us why?
Wish a lot more recording had happened around that Benevity scheme the Rat and others were a part of.
Sir,
This is Wendy’s…
Coworker is speed running their way to unemployment.
Only way HR cares is if the manager is doing snow, scheduling work meetings at Dante’s, stealing product, or setting up fake charities and giving donors kickbacks from Nike’s % match. They’d also care if she violated Portland’s PC social norms too, but only against certain groups.
Legally speaking Oregon is a two-party consent state. Your coworker is going to F themselves over if they do anything with the recording. Taking this shot had better be worth it.