It’s a complicated time to be an employer. From ensuring compliance with state-by-state employment law regulations, to providing an OSHA- and EEOC-compliant workplace in the new “work-from-home/now-come-back-to-work” normal, human resources departments have their hands full. Few companies have the appetite to proactively monitor their employees’ non-work-related social media presence. This so-called Online Disinhibition Effect (ODE), coupled with the perceived anonymity of the Internet, can empower people to freely express their opinions about almost anything.”]