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.
A poorly drafted or outdated social media policy can expose your organization to liability, including claims that it restricts protected concerted activity, even for non-union employees.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.
All level Managers, Supervisors, Human Resources, Employee Relations, Labor Relations, Attorney, and Union Officers/Representatives/Stewards.
A poorly drafted or outdated social media policy can expose your organization to liability, including claims that it restricts protected concerted activity, even for non-union employees.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.
All level Managers, Supervisors, Human Resources, Employee Relations, Labor Relations, Attorney, and Union Officers/Representatives/Stewards.
Bob Oberstein
Bob Oberstein's career in Human Resources and Labor Relations spans over 48 years. Bob is uniquely qualified in this area having started out as a third-generation Union member who has represented both sides of the labor management table in both the public and private sectors in both the non-union and union workplace.As an Interest Based facilitator he trained and coached parties on how to constructively process their negotiations to a successful conclusion thereby promoting and enhancing their relationship. Bob has also served the labor management community as a neutral fact finder, mediator and arbitrator for multiple organizations and …
Elevate Your Workplace Wellness: 10 Critical Wellness Facto…
Project Management For Administrative Professionals
Onboarding is NOT Orientation - How to Improve the New Empl…
Managing Complex Projects - Project Management
Utilizing HR Metrics to Illustrate & Improve Human Resource…
Negotiating Skills For Professional Results - Winning Strat…
NEW Nacha Rule - Third-Party Sender (TPS) Roles and Respons…
FDA Technology Modernization Action Plan (TMAP) and Impact …
Paying and Receiving Payments for Referrals: You Can Go to …
Human Factors Usability Studies Following ISO 62366 and FDA…
Construction Lending And Real Credit Administration: Evalua…
Validation Statistics for Non-Statisticians
Thriving in a Hybrid Workplace: Keys to Leadership and Team…
Excel Power Skills: Master Functions, Formulas, and Macros …
Discover how Emotional Intelligence turns AI from a technic…
Batch Record Review and Product Release
ChatGPT for HR - Build HR Policy Framework and Strategy
Female to Female Hostility @Workplace: All you Need to Know
Copilot and HR: An Introduction for HR Professionals
The Perfect Storm Coming to Healthcare: Value Based Care Me…
Language is Code - Intro to AI - Generative AI - ChatGPT an…
Major cGMP Issues: FDA Concerns in 2026
Excel Spreadsheets; Develop and Validate for 21 CFR Part 11…
ChatGPT and Project Management: Leveraging AI for Project M…
I-9 Audits: Strengthening Your Immigration Compliance Strat…
Pivot tables beginner to advanced + 20 advanced Pivot table…
Emotional Intelligence: Mastering the Emotions of Great Lea…
