COURSE DESCRIPTION: As an HR professional, you’re faced with the reality that your workers can find all kinds of creative ways to get themselves (and your company) into trouble online – and not just through obvious things like e-smearing, cyberstalking, or viewing/posting obscene materials. It’s trickier than that.
There are almost as many ways to get into e-trouble as there are people. Thus, it’s vital for you to keep your electronic “eyes and ears” open. The question for HR professionals like you becomes “At what point are we stepping over the line and invading employees’ privacy when monitoring e-mail, Instant Messaging, blogs and other Internet activity at work?” Even experienced HR executives are challenged by the flurry of new laws that regulate electronic monitoring of employees.
And that’s a problem because there’s so much at stake for companies. HR professionals who don’t know the rules for monitoring employees’ electronic behavior and those who don’t have appropriate policies in place are sitting ducks for lawsuits.
Our speakers, prominent attorneys who have recently written a book on this subject, will focus on federal and state laws that have significant nationwide implications.
Participants in this event will learn:
- To what degree information on an employee’s company-owned computer is private – including surprising facts on the use of private email accounts and the privacy of information that’s password protected
- Why it’s essential to have iron-clad email, Instant Messaging and blogging policies – and why employees must understand exactly what they say
- What conditions, if any, must be present in order to trigger electronic monitoring of employees
- At what point an employee’s personal blog becomes “work-related” and therefore inappropriate
- How employers can use electronic information in complaint investigations and when defending against lawsuits.
- When it’s legal to monitor employee phone calls – and when it’s not
- Key steps companies must take to avoid lawsuits over video surveillance. For example, can you put cameras in non-work areas?
- What are the most common privacy lawsuits your company is likely to encounter -- and how to avoid them
- Action steps HR can take to prevent e-trouble now and in the future
ABOUT THE SPEAKERS: Timothy Tobin is a senior litigation associate in the Privacy and Data Security Practice Group of Proskauer Rose LLP's Washington, D.C. office. Tim counsels and represents clients in all industry sectors in connection with their privacy and data security obligations. His work includes conducting privacy audits to determine the scope of a company’s legal obligations with respect to personally identifiable information under their control, and the company’s compliance with those obligations.
Tim works with clients to develop privacy policies as well as data retention and destruction polices and procedures for safeguarding information. He also represents clients when there are data security breach issues, and compliance with the more than forty-three state laws may be implicated. He has advised clients on a wide array of state and federal privacy laws, such as the Gramm-Leach Bliley Act (“GLBA”); the Health Insurance Portability and Accountability Act (“HIPAA”); and the Federal Trade Commission Act, among others.
Jeremy M. Mittman is an associate in the Los Angeles office of Proskauer Rose LLP. Prior to joining the Los Angeles office in October 2006, he practiced in the Firm's New York office. Mr. Mittman represents employers in state and federal courts and before administrative bodies, including the National Association of Securities Dealers and the New York Department of Human Rights. He defends employers, at the trial and appellate court levels, in litigations involving wrongful discharge, sexual harassment, wage and hour class actions, breach of contract and employment discrimination.
Mr. Mittman is also a member of Proskauer Rose's Privacy and Data Security Practice Group, and a large part of his practice is focused on international employment issues. He works with clients on multi-country HR projects involving issues such as data privacy in Global Human Resources Information Systems, multi-country employment contracts, international background checks, terminations, and other HR actions.
 HRCI CERTIFICATION: This program has been approved for 1.0 recertification credit hour toward PHR and SPHR recertification through the Human Resource Certification Institute (HRCI). For more information about certification or recertification, please visit the HRCI homepage.
MONEY-BACK GUARANTEE: We’re so confident you'll get what you want out of this conference that we'll refund your full fee if you're not satisfied. It's risk-free.
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