Social media in the workplace raises far more issues than sexting or browsing inappropriate sites. Is there a written social media policy, and have employees been trained to apply it? Does it align with your other policies, any collective bargaining agreements, NLRA Section 7 rights, state and local employment laws and Federal Trade Commission regulations?

This 90-minute webinar works through those questions. It covers confidentiality and First Amendment free speech rights, the Fair Credit Reporting Act when you recruit using social media, and protection of copyrights, trademarks, intellectual property and trade secrets.

You'll also look at take-down protocols and who owns an employee's social media accounts when they leave, so you can protect every stakeholder.

WHY SHOULD YOU ATTEND?

A poorly drafted or outdated social media policy can expose your organization to liability, including claims that it restricts protected concerted activity, even for non-union employees.

This session helps managers and supervisors at all levels, HR, employee relations and labor relations staff, attorneys, and union officers, representatives and stewards understand the rules and build a policy that holds up.

AREA COVERED

• What social media means in the workplace, including blogs and vlogs
• Why you need a social media policy
• Differences for private and public sector employers
• Social media policies and the First Amendment
• How current social media or related policies may already create liability
• The basic elements of a social media policy
• When employee social media use may be protected concerted activity under the NLRB or state law, even for non-union employees
• Keeping policies in line with the Fair Labor Standards Act, FTC rules, copyright and trademark protections and an employee's right of publicity
• Recruiting with social media
• Social media account ownership and digital legacy

LEARNING OBJECTIVES

• Explain why a workplace social media policy is needed and what it should contain
• Distinguish policy considerations for private and public sector employers
• Recognize when social media use is protected concerted activity
• Balance policies with First Amendment and confidentiality rights
• Recruit through social media in line with the Fair Credit Reporting Act
• Protect intellectual property and settle account ownership when employees leave

WHO WILL BENEFIT?

All level Managers, Supervisors, Human Resources, Employee Relations, Labor Relations, Attorney, and Union Officers/Representatives/Stewards.