Social Media Issues in the Workplace 1.5 Credits
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Nov 18, 03:30 PM
ET
Does your social media or other policies require employees to be respectful, not release confidential information, not engage in threats, communicate professionally, and/or be fair and courteous?
Although these seem innocent enough, they likely exist within your expectations for employees regardless of whether you have a social media policy. However, according to National Labor Relations Board guidance, all five of these requirements would likely be ruled as Unfair Labor Practices or unlawful, regardless of the presence of a union.
Additionally, a similar misstep with your social media policy during recruitment could violate the Fair Credit Reporting Act, Federal Trade Commission (FTC) regulations, State Attorney General’s Office guidelines, local ordinances, and several privacy laws. Therefore, attending this CPE Course is mandatory to ensure future workplace compliance.
It's about more than just "sexting" or visiting inappropriate websites! Are employees fully aware of the policy, and have they been trained in its proper application? Is your social media policy aligned with all your other policies and/or collective bargaining agreements, and does it protect individual rights regarding confidentiality and the First Amendment right to Freedom of Speech? Does it protect copyrights, trademarks, intellectual property, and trade secrets? Are your "take down" protocols adequate? Who owns an employee's social media accounts, and what happens when an employee exits the organization? Suppose you don’t know the answers to at least these fundamental questions.
Join this CPE Course; it will ensure your social media policy protects the organization, its employees, and all stakeholders.
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Valid upto : Dec 31, 2024
Valid upto : Nov 30, 2024
Valid upto : Dec 31, 2024
Valid upto : Nov 30, 2024
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Bob Oberstein is uniquely qualified with over 50 years of experience on both sides of the table in both the private and public sectors. During part of those years Bob was Director of the Labor Management Relations program at Ottawa University, Phoenix where he also served as Ombudsman to investigate and resolve all student, faculty and staff complaints.
Bob has several published articles to his credit in addition to his arbitration awards and has also been recognized in Who’s Who Among America’s Teachers. Additionally, Bob served on several boards, commissions, and panels where he participated in resolving or adjudicating all manner of workplace issues in a variety of industries. In all these capacities as well as being both mediator and arbitrator Bob often reviews disciplines to determine if they were proper and had merit. Additionally, Bob has qualified as both an MD-110 investigator for Title VII and other discrimination related charges as well as being a “Lifetime Certificate Holder” of the Association of Workplace Investigators. Moreover, Bob earned a Master of Jurisprudence in Labor and Employment Law from Tulane University's School of Law. Bob continues to serve the labor management community as well as other groups as an Arbitrator, Mediator, Facilitator, Investigator, Trainer and Educator.
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We issue instant credit certificates, ensuring they are valid for presentation to governing bodies. Typically, we report IRS, CTEC, CFP, IDFP, IWI, VBOA Ethics credits within 7 days – the fastest in the industry.
Bob established the legal issues of Social Media. Ticking timebombs are most revealing. Mr. Obestein had the honesty to admit that he is not a licensed, practicing attorney. I found that to be a great strength that I deeply respect.
LB
This was highly informative and makes me rethink our social media policy.
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