Social Media Issues in the Workplace
Bob Oberstein is uniquely qualified with over 50 years of Labor Relations experience on both sides of the table in both the private and public sectors and is the recipient of the Federal Mediation and Conciliation Service Director's Award for lifetime achievement in promoting positive Labor Management Relations. Bob was also the Director of the Labor Management Relations BA and certificate programs at Ottawa University, Phoenix where he developed and taught Labor Relations and Human Resources related courses on both the graduate and undergraduate levels. 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 has served on several boards, commissions, and panels where he participated in resolving or adjudicating all manner of workplace issues in a variety of industries. Moreover, Bob also holds a Master of Jurisprudence in Labor and Employment Law from Tulane University's School of Law. Bob has and continues to serve the labor management community as well as other groups as an Arbitrator, Mediator, Facilitator, Investigator, Trainer and Educator.
This webinar has been approved for 1.50 HR (General) recertification
credit hours toward aPHR™, aPHRi™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™,
and SPHRi™ recertification through HR Certification Institute® (HRCI®).
Please make note of the activity ID number on your recertification
application form. For more information about certification or
recertification, please visit the HR Certification Institute website at
www.hrci.org
For any further assistance please contact us at support@grceducators.com
It's a lot more than just "sexting." or visiting inappropriate websites! Do you have a social media policy? Are employees aware of it and have they been trained in its proper application? Is your social media policy aligned with all your other policies and/or collective bargaining agreement(s), the National Labor Relations Act (Section 7 Rights) and/or your state and local labor and employment laws, and the Federal Trade Commission's regulations? Does your social media policy protect individual rights regarding confidentiality and the First Amendment right to Freedom of Speech? If you recruit using social media, are you in compliance with the Fair Credit and Reporting Act? Does it protect copyrights, trademarks, intellectual property, and trade secrets? Are your "take down" protocols adequate? Who owns an employee's social media account(s) and what happens when they exit the organization? If you don’t know the answers to at least these fundamental questions then this webinar is for you so you can protect your organization, its employees, and all stakeholders.
Areas Covered
- Defining the many types and uses of social media
- The importance of having a social media policy
- Why your social media policy must comport with all other policies as well as the law
- Social media in both organized (union) and un-organized and public as well as private sector workplaces
- Social media and the:
- 1st Amendment (freedom of speech)
- National Labor Relations Act (NLRA)
- Fair Labor Standards Act (FLSA)
- Copyrights, trademarks, and trade secrets
- Right of Publicity - Plain language vs legal format for your policy
- Blog moderation policies
- State statutes
- Social media account passwords
- Recruiting with social media
- Digital legacy (who owns the social media account and its content)
- Takedown policies
- Monitoring your social media policy and the organization’s social media activity
Who Should Attend
All level Managers, Supervisors, Human Resources, Employee Relations, Labor Relations, Attorneys, and Union Officers/Representatives/Stewards, all levels of Law Enforcement or Security staff.
Why Should You Attend
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 certainly look innocent enough, and regardless of whether you do or don’t have a Social Media Policy these probably exist in some fashion within your expectations for employees. However, the problem is that all 5 of these would likely regardless of whether there is a Union or Not, based on National Labor Relations Board guidance for Social Media policies be ruled as Unfair Labor Practices or unlawful. Plus, when you consider that all it takes is just 1 similar misstep with your social media policy to also violate the Fair Credit Reporting Act, Federal Trade Commission (FTC) regulations, State Attorney General’s Office or local ordinances, and several privacy laws it makes attending this webinar mandatory for future compliance of your workplace.
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$200.00
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