Most social media posts that get employees into trouble come down to poor judgment. This webinar on firing an employee over a social media posting explains what employers need to consider before taking action.
You'll see how defining poor judgment, with non-exhaustive examples in job descriptions, and training staff may reduce harmful posts better than discipline after the fact. The session reviews disciplinary options for posts on sites such as Facebook, LinkedIn and Twitter.
You'll also look at NLRB actions against employers who fired workers over posts, the legal issues the NLRB may raise about your social media policy, state laws that protect lawful off-duty conduct, case law and mistakes to avoid, and how to write a legally compliant policy.
WHY SHOULD YOU ATTEND?
Social media brings business benefits but also security and legal risks, and relatively little case law exists to guide employers. Terminating someone for what they post can run into several laws at once.
This session helps HR professionals, in-house and general counsel, managers, business owners and CEOs understand those laws and know what to check before terminating an employee for social media comments.
AREA COVERED
- State laws that can cause problems if you fire an employee for an off-duty post
- Disciplining employees for posts on sites such as Facebook, LinkedIn and Twitter
- Legal issues the NLRB could raise based on your social media policy
- NLRB actions against employers who fired employees over posts
- Case law and mistakes to avoid
- Creating a legally compliant social media policy
- Best practices to protect your organization
LEARNING OBJECTIVES
- Discipline employees for social media activity within legal limits
- Explain how the NLRB has acted against employers over social media terminations
- Identify NLRB risks in firing an employee for a post
- Analyze state laws that prohibit firing for lawful off-duty conduct
- Apply case law lessons to avoid common termination mistakes
- Write a social media policy that protects your organization
WHO WILL BENEFIT?
- HR professionals
- In-House Counsel
- Managers
- Business owners
- CEOs
- General counsel
Social media brings business benefits but also security and legal risks, and relatively little case law exists to guide employers. Terminating someone for what they post can run into several laws at once.
This session helps HR professionals, in-house and general counsel, managers, business owners and CEOs understand those laws and know what to check before terminating an employee for social media comments.
- State laws that can cause problems if you fire an employee for an off-duty post
- Disciplining employees for posts on sites such as Facebook, LinkedIn and Twitter
- Legal issues the NLRB could raise based on your social media policy
- NLRB actions against employers who fired employees over posts
- Case law and mistakes to avoid
- Creating a legally compliant social media policy
- Best practices to protect your organization
- Discipline employees for social media activity within legal limits
- Explain how the NLRB has acted against employers over social media terminations
- Identify NLRB risks in firing an employee for a post
- Analyze state laws that prohibit firing for lawful off-duty conduct
- Apply case law lessons to avoid common termination mistakes
- Write a social media policy that protects your organization
- HR professionals
- In-House Counsel
- Managers
- Business owners
- CEOs
- General counsel