In one of The Wall Street Journal‘s frequent debate articles, this time about whether businesses should allow employees to use social media at work, a couple of comments made by the pro-use debater jumped out at me.

When I first began helping companies use Twitter and Facebook more than a decade ago, every organization started with this question: how can we use social media without compromising our security and privacy obligations?

President Donald Trump signed three Executive Orders impacting public service unions.  One of interest to me is this one.

The third restricts how much on-the-job time federal employees can spend on labor-union duties.

Naturally, the unions management teams are in an uproar over the requirement to have their members spend their work time…working.

Time an employee spends on union activities is time not spent on the work for which the employee was hired.  Union activity work is an additional duty requested by the union; it needs to be done entirely on the employee’s own time.  This restriction is a good start, but the union task time needs to be eliminated altogether from the employee’s work time.  The Federal government—all employers, come to that—hire individual workers, they don’t hire unions.  Unions aren’t temp agencies that provide workers.