(Recorded Webinar) Effective Strategies for Reducing the Legal Exposure Arising from Employees' Use of Their Personal Social Media Accounts
Social media has revolutionized how we interact and communicate with each other. With the click of a button, we can instantly share our thoughts, opinions, and ideas with thousands of people. Seemingly, regardless of the time of the day or where we are, we are all connected in some form or fashion to multiple social media platforms.
Although businesses have tremendously benefited from social media by using it for a variety purposes (e.g., marketing, recruiting, public relations, etc.), all that glitters is not gold. The pervasiveness and convenience of social media have given rise to a litany of employment law issues for employers based on information their employees shared via their personal social media accounts. Consider the following examples:
- Is an employer liable if it is aware that an employee is sexually harassing a co-worker through social media?
- Can an employer terminate an employee for making disparaging social media posts about the employee’s supervisor?
- What can an employer do if it discovers that an employee has made multiple inappropriate or offensive posts with which the employer does not want to be affiliated?
- Do employees have a right of privacy for posts they make to their personal social media accounts? Does it matter whether the posts were made from a company-issued device or during work hours?
You may be surprised to learn that employers have faced lawsuits for wrongful termination, defamation, discrimination, harassment, breach of confidentiality, and violations of various federal laws (such as the Fair Credit Reporting Act or the Health Insurance Portability and Accountability Act) for statements that their employees have made from their personal social media accounts while off of the clock.
In this webinar, we will discuss the types of legal issues that employers may face from their employees’ use of social media. We will examine some real cases to gain a better understanding of why employers were found liable (or not liable) for their employees’ social media posts. And, we will discuss the best practices that employers can implement to limit their legal exposure from their employees’ social media usage, including how to draft an effective social media policy.
Please note: This recording is offered as a complimentary product to all Employment Law and Human Resources Compliance and Training Package holders. For more information on the training package, click here or Contact Us.
- Human Resources Managers and Staff
- “C-Suite” Leadership: CEOs, CFOs, CMOs, COOs, and CCOs
- Directors and Supervisors
- Compliance Officers
- Risk Managers
- In-House Legal Counsel
After this webinar, you will be able to:
- Identify the potential legal issues that employers may face from their employees’ use of social media
- Understand the key factors that courts consider to determine whether an employer should be held accountable for their employees’ social media posts
- Implement best practices to proactively reduce legal exposure
- Draft a comprehensive and effective social media policy to mitigate potential liability arising from employees’ social media usage
H. Scott Johnson Jr.
H. Scott Johnson Jr. is Senior Counsel with the firm in the Employment Law, Government Contracts, Litigation, Federal Grants, and Health Care practice groups. Scott maintains an active practice advising business and institutional clients on employment matters, commercial agreements, government contracts, and risk management. In addition to his corporate practice, Scott is also well-regarded for his employment and complex civil litigation practice. His complex civil litigation experience includes representing businesses in a wide variety of contract disputes and business torts including tortious interference, breach of fiduciary duty, civil conspiracy, defamation, fraud, and misappropriation of trade secrets. [Full Bio]
Certificates of Attendance: We verify attendance upon completion of a webinar (live or recorded version) and will only issue certificates in the name of the account holder enrolled in the course. If you need to document attendance for someone other than the account holder, we provide blank Certificates of Attendance for a supervisor to sign and certify that a different individual viewed the course.
Group Attendance: Due to the online nature of webinars, we cannot verify participation by more than one person. For groups, we provide an attendance record form and blank Certificates of Attendance to record attendance at a group viewing session and document each individual's participation. We recommend that a supervisor or colleague sign the certificate to certify attendance.
Read more about maintaining an attendance record in our FAQs.
- 1.00 Certificate of Attendance
Recorded webinars are available for 90 days after the date of purchase or date of the webinar. Once posted to your account, you can view this webinar anytime on-demand during the access period identified in your purchase confirmation. For additional information on viewing and accessing webinars, view our full terms and conditions here.
If you pay by credit card or PayPal, you will be able to access the recorded webinar immediately (unless the live webinar has not yet occurred). If you pay by check, we will grant access to the recording when we receive your check. You will receive a confirmation email once access is granted. FTLF reserves the right to suspend access to the webinar if payment is not received within 30 days. For more information on payments and registration, please visit our FAQ page.
No refunds will be provided for recorded webinars. FTLF can transfer a registration to someone else within your organization or, provided you have not already viewed the webinar, transfer the registration to another on-demand program. Where the registration fee for the new webinar is higher, you must also pay the difference between the original course and the new course registration fee at the time of transfer. Administrative fees may also apply. If your organization purchased a webinar under the account of a staff member who no longer works for your organization, please Contact Us. View our full policy on refunds and cancellations here.
Google Chrome and Mozilla Firefox are the preferred browsers.