COURSE DESCRIPTION: 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.
You know that workers 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. Fact is, there are as many ways to get into e-trouble as there are people.
So you need to keep your electronic “eyes and ears” open. But at what point do you step over the line and invade 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.
Our speaker 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 SPEAKER: David Gross is an Associate with Proskauer Rose in the Labor & Employment Law Department and is resident in the Los Angeles office. During law school, David interned at the National Labor Relations Board (Region 21) as an Acting Board Agent, and in the Labor Relations Division of Warner Bros. Television Productions. Since then, his practice has focused exclusively on representing employers of all sizes in a wide variety of employment-related litigations ranging from employment discrimination and wrongful termination claims to wage-and-hour class actions.
 HRCI CERTIFICATION: This program has been approved for 1.0 recertification credit hours 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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