Social Media Webinar: October 29
Posted 10.21.12
Jonathan A. Segal

DMi PRESENTS A WEBINARSocial Media: From Hiring to Firing

Monday, October 29, 2012

Pacific: 10:00 a.m. to 11:00 a.m.

Central: 12:00 p.m. to 1:00 p.m.

Mountain: 11:00 a.m. to 12:00 p.m.

Eastern: 1:00 p.m. to 2:00 p.m.

When registering online, you will be prompted to sign in as a new or existing student.

You probably are aware of the recent imbroglio over the practice of some employers asking applicants for their passwords to access their private social media pages. Legal risk and bad employee relations. But that doesn’t mean that an employer may not legally benefit from reviewing the public profile of an applicant’s social media page at the appropriate time and under the appropriate circumstances. Similarly, an employer ordinarily cannot discipline an employee for fulminating about the terms and conditions of their employment, unless they wish to tango with the NLRB. Conversely, an employer must take corrective action if an employee posts legally-protected information, for example, PHI under HIPAA. With regard to marketing, employers need to communicate that, when employees are promoting their products or services, they make clear their affiliation with their employer, even if the social media is “personal.” Conversely, however, employers also should make clear that, when employees are engaging in truly personal social media (for example, posting a political blog), they make explicit that they are not speaking for their employer (but without mentioning their employer by name). Supervisors should think twice before friending subordinates; they may learn more about them than if they looked in their medicine cabinets (not that we recommend that either). However, that does not mean that supervisors should not connect with subordinates in a professional network. By reviewing a subordinate’s social media activity, a supervisor may learn that a valued subordinate is considering alternative employment and have an opportunity to re-recruit her. Social media is not an “on-off” switch. There are business risks in ignoring it. There are legal risks in jumping in without thinking through how the use of social media could be argued to violate the actual or perceived rights of applicants or employees. This webinar focuses on the intersection between social media and the employment relationship. Recommendations will be made to maximize the business benefits while minimizing the legal risk.

Approved for CA, NY, NJ and PA CLE credit and HRCI credit.

Jonathan A. Segal 

Pricing: $65 | $55.25 for Nonprofit

For more information on financial assistance, please contact Deborah Margulies at dlmargulies@duanemorris.com or 215.979.1957.

About Jonathan A. Segal
Jonathan A. Segal is a partner at Duane Morris LLP in the Employment Group. He is also the managing principal of the Duane Morris Institute. The Duane Morris Institute provides training for human resource professionals, in-house counsel, and other leaders at client sites and by way of webinar on myriad employment, leadership labor, benefits and immigration topics. Jonathan has served intermittently as a consultant to the Federal Judicial Center in Washington, D.C. for more than 20 years, providing training on employment issues to federal judges around the country. Jonathan also has provided training on harassment on behalf of the EEOC as well as providing training on diversity to members of the United States intelligence agencies. Jonathan is also frequently a featured speaker at national, state and local human resource, business and legal conferences, including conferences sponsored by the Society for Human Resource Management and the Pennsylvania State Chamber of Business and Industry. Jonathan’s practice focuses on maximizing compliance and minimizing legal risk. Jonathan’s particular areas of emphasis include: equal employment opportunity in general and gender equality in particular: social media; wage and hour; performance management; talent acquisition; harassment prevention and correction; and non-competes and other ways to protect your business. You can find him on Twitter @Jonathan_HR_Law .