Peekskill-Cortlandt Patch: “Please Fill Out This Application: Give us References and Your Facebook Username & Password”

With social media exploding in popularity more and more employers are looking at prospective employee’s Facebook pages. But, how far can they and should they go?

Lisa J. Stamatelos (pictured) is an adjunct professor of human resources management at Pace University’s Lubin School of Business.  The following is from her “Workplace – Wild and Wonderful” column which appears in the Peekskill-Cortlandt Patch. 

Face it, your employer or potential employer may want to check out your Facebook page.

This past week I heard on the news that some employers are not only looking at what they are able to see on a person’s Facebook page, but are outright asking individuals to logon to their Facebook account so they can look at it. Whoa, can they do that? The fact is, right now, they can. Is it violating federal law? TechCrunch reported that this past Wednesday the House of Representatives voted down a proposed amendment to FCC legislation that would have prevented current or potential employers from seeking access to employee Facebook accounts. It is possible that new legislation addressing this issue will be introduced.  Further, Democratic Senators Richard Blumenthal (CT) and Chuck Schumer (NY) are planning to introduce an equivalent bill in the Senate. In the meantime, what should you do if it happens to you now? 

I put the question to the students in my Human Resources class at Pace University in Pleasantville. As I looked out at the class I saw shock on most of their faces. Some insisted that an employer can’t do that. One young lady felt that asking for the information was akin to asking for the key to her diary  Another student said he would refuse and would not care if he did not get the job. I then asked, “What if you really need and/or want the job?” Would you give in? I saw the wheels turning. Don’t you just hate it when your professor asks you to think? Some changed their minds and indicated that they would comply. Others stood their ground.           

Even if an employer does not ask you outright to look at your Facebook page they can still peruse what is available to them. Obviously, the first thing to do is to make sure you do not have anything on any of your social media accounts that you do not want an employer to see. Next, use the privacy settings only allowing those you want to give permission to view your page. Keep in mind, there are “go arounds.” For example, I have heard that some companies will make up fictitious names and attempt to “friend” an applicant. I have also been told that if your page is blocked an employer might try to view one of your friends’ pages and gain access to information about you that way.      

Personally, I see demanding this information as an invasion of privacy. I would not ask this of an applicant. However, I would investigate if something alarming was brought to my attention. Pay attention to what you are posting. As Sergeant Phil Esterhaus of Hill Street Blues used to say, “Hey, let’s be careful out there.”

About this column: Lisa J. Stamatelos is the President of LJS HR Services. Stamatelos is a Human Resources Professional with over 20 years of management experience working with rapidly growing and changing companies. Her expertise includes employment law, recruiting, employee and labor relations as well as training and development. Stamatelos received her Bachelor of Business Administration (summa cum laude) and Master of Business Administration from Pace University. You can reach her at and visit her website,


The Star-Ledger: “Will a provision in Obama’s jobs bill to protect the unemployed help? Career experts respond.”

President Obama has proposed passing a law prohibiting discrimination against the jobless. Is this a good idea that will help the jobless find jobs, or are the only people it will help find employment lawyers? Lisa J. Stamatelos, an adjunct professor of human resources management at the Lubin School of Business, gives her thoughts on the pros and cons of this legislation to Lee Miller, Career Columnist of The Star-Ledger.

Buried within President Obama’s proposed $447 billion jobs bill is a provision creating a new category of individuals against whom it will be illegal to discriminate — the unemployed.

There is a near unanimous consensus that failing to consider individuals that are unemployed to fill job vacancies is a bad business decision because there is a wealth of outstanding talent who, through no fault of their own, find themselves unemployed.  A strong argument can also be made that treating these individuals, who are desperately seeking work, as expendable is morally wrong. Just because something is wrong, however, doesn’t necessarily mean that the best way to remedy the problem is to pass a law.

Lisa J. Stamatelos, an adjunct professor of human resources management at Pace University’s Lubin School of Business, describes the proposal as “sounding good in theory, but useless in practice” in Sunday’s edition of The Star-Ledger

“The proposed law would boost the caseload of employment lawyers and put another cost burden on employers of defending themselves against frivolous lawsuits,” she adds. “Being unemployed may also sometimes be a legitimate reason for not hiring someone, if their skills have become antiquated.”

Pace launches MS degree program in Human Resources Management with global concentration

Pace University’s Lubin School of Business has launched what is very likely the first MS degree program in Human Resources Management (HRM) with a global concentration.


Contact: Bill Caldwell, Office of Public Information, Pace University, 212-346-1597,


NEW YORK, NY, November 2, 2009 – Pace University’s Lubin School of Business has launched what is very likely the first MS degree program in Human Resources Management (HRM) with a global concentration.

“To the best of our knowledge, this is one of the first HRM graduate programs in the United States to concentrate on strategic global human resource management issues,” said Ibraiz Tarique, PhD, a professor of HRM at Lubin and designer of the new program.

The need for such professionals is growing as more companies develop a cross-border presence and use global supply chains. The primary issues involve dealing with people from different cultures and backgrounds, which can occur almost as easily with a project team in a single office as in a global or multi-national company.

In addition, rules and regulations for dealing with people can vary from one country to the next around subjects like compensation, benefits, hiring, firing, development, and record keeping.


The new program is designed for future managers who wish to study HRM in its international context and practice it across international borders.

The degree equips executives with knowledge and skills across both human resources management and industrial relations areas, and is suitable for people coming straight from a first degree who have decided to pursue a career in HRM and people who have worked for a few years in another profession and want to change direction. Lubin believes the new program will be especially beneficial to middle level executives who are ready to embark on senior level HRM appointments and senior level HRM executives who need theoretical grounding and updates.

Given relentlessly-increasing internationalization, “the challenge of the global corporation today is to harness the creative input of its human capital, regardless of where such capital may be located in the world,” said Alvin Hwang, PhD, professor and chair of International Management at the Lubin School.

Students in the program may take courses on topics in international business, management, and law. Region-specific offerings cover human resources in Africa, Asia, Asia Pacific, the Middle East, North America, Europe, and Latin America.

Career Opportunities in HRM

According to the U.S. Department of Labor forecasts, employment is expected to grow in careers for which HRM graduates receive offers — training and development specialists, recruitment and placement specialists, human resources managers, and compensation analysts. An increase in legislation around the world requiring more standardization in labor practices is likely to increase demand for professional knowledge still further. The MS in Human Resources Management, a 30-credit graduate program, is offered by a business school — Lubin — where both theory and practice play an important role in the learning environment. Students analyze, design, and evaluate human resources systems and processes across the full spectrum of human resources management functions. They:

• Examine the role of Human Resources Management as practiced in multinational and global organizations;

• Analyze the role and inter-relationships of the different human resources management functions and processes to determine their effective integration with organizational strategy;

• Design appropriate human resources management functions and processes that draw out the most effective performance across organizational goals;

• Evaluate performance of human resources functions and processes to continually adapt them to today’s changing business environment.

For the full list of courses and more information about the program, visit . For more information contact Professor Ibraiz Tarique (

About Lubin

The Lubin School of Business recently has earned a preeminent position in thought leadership on issues surrounding the world’s move to International Financial Reporting Standards, having hosted three major conferences on the subject which have received media coverage including two special sections of the CPA Journal. The school is accredited for both business and accounting by AACSB International, an elite distinction shared by fewer than three percent of business schools worldwide. It is one of the largest four-year, private undergraduate and graduate business programs in the nation. Its dean, Joseph Baczko, is a former COO of Blockbuster.

With a tradition of practice-oriented curricula, Lubin has achieved national recognition for both its graduate and undergraduate programs in U.S.News & World Report and other media. Approximately 4,000 students are enrolled in Lubin’s undergraduate, graduate and professional degree programs in Downtown and Midtown New York City, and Pleasantville and White Plains in Westchester County. Prominent alumni include Melvin Karmazin, CEO of Sirius Satellite Radio; James Quinn, president of Tiffany & Co.; Ivan Seidenberg, chairman and CEO of Verizon; Marie Toulantis, former-CEO of Barnes&; and Richard Zannino, former-CEO of Dow Jones & Company.

About Pace

For 103 years Pace University has produced thinking professionals by providing high quality education for the professions on a firm base of liberal learning amid the advantages of the New York metropolitan area. A private university, Pace has campuses in New York City and Westchester County, New York, enrolling nearly 13,000 students in bachelor’s, master’s, and doctoral programs in its Lubin School of Business, Dyson College of Arts and Sciences, Lienhard School of Nursing, School of Education, School of Law, and Seidenberg School of Computer Science and Information Systems.

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