Social Media Issues In The Work Place

By: Bob Oberstein

Recorded Session

Duration
90 Minutes

Training Level
Intermediate to Advanced

Email Reminder

Transcript

($179) - Transcript (PDF Transcript of the Training)

Recorded Session

($239) - Downloadable Session

USB

($350) - USB

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Webinar Details

It's a lot more than just "sexting." or visiting inappropriate websites! Do you have a social media policy? Are employees aware of it and have they been trained in its proper application? Is your social media policy aligned with all your other policies and/or collective bargaining agreement(s), the National Labor Relations Act (Section 7 Rights) and/or your state and local labor and employment laws, and the Federal Trade Commission's regulations? Does your social media policy protect individual rights regarding confidentiality and the First Amendment right to Freedom of Speech? If you recruit using social media are you in compliance with the Fair Credit and Reporting Act? Does it protect copyrights, trademarks, intellectual property, and trade secrets? Are your "take down" protocols adequate? Who owns an employee's social media account(s) and what happens when they exit the organization? All this and more will be covered in this webinar so you can protect all stakeholders.

AREA COVERED

What is Social Media in the workplace context (including blogs and vlogs)?
The reasons for a Social Media policy.
The differences around Social Media policy for private and public sector employers.
Social Media policies and the 1st Amendment (Freedom of Speech)
Why your current Social Media or related policies may already be exposing your organization to liability.
The basic elements of a Social Media policy.
Why and how employee Social media use might be considered “Protected Concerted Activity” by the National Labor Relations Board or similar state law (even for non-union employees).
How to make sure your Social Media policy (or related policies) do not run afoul of the Fair Labor Standards Act, Fair Trade Act, copyrights and trademarks protections as well as an employee’s ‘Right to Publicity.”
Recruiting with Social Media
Social Media Account ownership and “digital Legacy.”

WHO WILL BENEFIT?

All level Managers, Supervisors, Human Resources, Employee Relations, Labor Relations, Attorney, and Union Officers/Representatives/Stewards.

What is Social Media in the workplace context (including blogs and vlogs)?
The reasons for a Social Media policy.
The differences around Social Media policy for private and public sector employers.
Social Media policies and the 1st Amendment (Freedom of Speech)
Why your current Social Media or related policies may already be exposing your organization to liability.
The basic elements of a Social Media policy.
Why and how employee Social media use might be considered “Protected Concerted Activity” by the National Labor Relations Board or similar state law (even for non-union employees).
How to make sure your Social Media policy (or related policies) do not run afoul of the Fair Labor Standards Act, Fair Trade Act, copyrights and trademarks protections as well as an employee’s ‘Right to Publicity.”
Recruiting with Social Media
Social Media Account ownership and “digital Legacy.”

All level Managers, Supervisors, Human Resources, Employee Relations, Labor Relations, Attorney, and Union Officers/Representatives/Stewards.

SPEAKER PROFILE

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 agencies such as the Federal Mediation and Conciliation Service, American Arbitration Association, Financial Industry Regulatory Authority, Tucson Unified School District, Phoenix Employment Relations Board, Arizona Department of Education, United States Postal Service, and being a Special Master mediating and arbitrating disputes between, Fry's Food Stores & UFCW, Local 99. Several of his arbitration awards have been published by the Bureau of National Affairs as well as Commerce Clearing House and are referenced in How Arbitration Works by Elkouri & Elkouri, often considered the consummate reference in the field of arbitration. Bob was recognized in 1991 by the Federal Mediation and Conciliation Service's "Director's Lifetime Achievement Award" for promoting positive labor management relations.

Also significant in his background are the positions of Labor Relations Administrator for EBASCO Services (nuclear power plant construction for both Florida and Louisiana Power & Light); Senior Labor Relations Administrator for the Salt River Project, the local water and power utility in Phoenix, Arizona; Executive Human Resources Director for the Washington Elementary School District (largest elementary school district in Arizona); Labor Relations Administrator and chief spokesperson for the City of Phoenix, Arizona; and most recently Labor Relations Manager in the northwest United States. Bob is also a member of the Society for Human Resource Management, International Public Management Association and the National Public Employers Labor Relations Association and has been recognized by these organizations as achieving certified professional and senior certified professional status.