Complying with labor and employment laws relating to social networking

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The flurry of labor and employment laws and regulations dealing with social networking in organizations makes it difficult to formulate a solid policy. Organizations have to comply with laws from these regulatory agencies and legislations in developing and implementing their own policy with regard labor and employment laws relating to social networking. These are some of them:

  • The Financial Industry Regulatory Authority (FINRA)
  • The Federal Trade Commission
  • The Genetic Information Nondiscrimination Act
  • The National Labor Relations Act
  • The Health Insurance and Portability Act.

The government can use the provisions of any of these laws to deal with labor and employment laws relating to social networking. All of these laws, of course, are in addition to the various state security requirements and many other laws related to these.

Employers and employees are caught in a bind

Despite the existence of these many laws; there is no real clarity about what to allow employees to do and what not do when it comes to labor and employment laws relating to social networking laws. What does an employer do when both disciplining employees for their comments and not doing so can result in unwelcome consequences?

Courts have now become proactive in dealing with labor and employment laws relating to social networking lately, as the number of recent judgments in this area indicate. These judgments have been specific to the various industries that deal with labor and employment laws relating to social networking.

Get to understand these laws and legal issues

In order to help employers and employees in various industries get a proper idea of how to deal with labor and employment laws relating to social networking, TrainHR, a leading provider of professional trainings for the human resources industry, will be organizing a webinar.

The aim of this webinar is to impart understanding of how all these judicial decisions affect organizations that have to deal with labor and employment laws relating to social networking.

The speaker at this webinar, Susan Desmond Fahey, a Principal in the New Orleans, Louisiana, office of Jackson Lewis P.C., will seek to explain how to make sense of these legal issues, and how these judgments need to be implemented. She will explain how organizations that deal with labor and employment laws relating to social networking need to take decisions relating to social networking use by their employees in the light of these judgments.

To register for this webinar, please visit TrainHR

This webinar has been approved for 1.5 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI).

Attendance at this webinar also makes a participant eligible for recertification credit from SHRM. Viewing this webinar, its entirety qualifies for a recertification credit hour that may be counted toward SHRM-CP and SHRM-SCP recertification from SHRM. Credit is awarded based on the actual educational time spent in the program.

Human Resource Professionals, Business Owners, Risk Managers and those responsible for compliance with Sarbanes Oxley can gain complete and proper understanding of how labor and employment laws relating to social networking apply to their organizations, the impact of these laws, and all other related aspects of this subject.

Understanding of labor and employment laws relating to social networking

Susan will show what policies and actions an organization that comes under labor and employment laws relating to social networking needs to take in order to be compliant with the laws. She will cover the following areas at this very valuable webinar:

  • Identification of social media
  • Why social networking has become the human resource professional’s latest friend.
  • Why social networking has become the human resource professional’s latest enemy.
  • The National Labor Relations Board’s position on disciplining employees for statement made on social networking sites
  • The Financial Industry Regulatory Authority’s position on social networking
  • The Federal Trade Commission’s guidelines regarding businesses using social media for endorsement purposes
  • What GINA says about social networking and obtaining employees’ genetic information
  • When employee statements can violate HIPAA
  • When can a human resource professional use information on social networking sites in conducting background checks
  • What policies you should consider to protect your company from inappropriate comments on social networking sites
  • How to protect your company’s reputation from the disgruntled ex-employee who takes to social networking sites for revenge.

 

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