BarbriSFCourseDetails
  • videocam On-Demand
  • card_travel Employment and Workers Comp
  • schedule 90 minutes

Drafting Workplace Social Media Policies: Protecting Employer Interests, Avoiding NLRB Enforcement Action

$297.00

This course is $0 with these passes:

CLE
ALL
  1. keyboard_arrow_leftBack
BarbriPdBannerMessage

Description

Facebook, Instagram, Twitter, LinkedIn and other social media platforms offer employers and employees more opportunities than ever before to stay connected. Employers are accessing employee and applicant information on social media websites to make hiring decisions, monitor comments about the employer, and evaluate worker productivity.

The NLRB’s scrutiny of employer social media policies and practices continues, and the Board has initiated enforcement actions against companies for a wide variety of potentially overly restrictive policies. Litigation over online postings has increased, with rulings occasionally favoring employers and more frequently favoring employees.

Listen as our authoritative panel of employment law attorneys examines the potential legal pitfalls for employers that monitor or restrict employee social media use. The panel will suggest measures for employers to minimize liability exposure and NLRB enforcement actions, and outline tips for drafting and enforcing effective social media policies.

Presented By

Daniel Murphy
Partner
Constangy, Brooks, Smith, & Prophete, LLP
Alexander Nestor
Partner
Allen Matkins
Credit Information

  • This 90-minute webinar is eligible in most states for 1.5 CLE credits.


  • Live Online


    On Demand

Date + Time

  • event

    Thursday, August 3, 2017

  • schedule

    1:00 PM E.T.

  1. Review of latest NLRB enforcement actions on social media policies
  2. Review of latest court decisions
  3. Use of social media websites for applicant screening and employee monitoring
  4. Components of a well-drafted social media policy

The panel will discuss these and other key issues:

  • What types of social media activities are protected by the NLRB?
  • Which social media policies have attracted the NLRB’s attention?
  • How can companies legally respond to employee social media posts that harass or defame others—or disparage the employer?
  • How can employers avoid liability for the content of employee posts, including those that aren’t company sponsored?