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Am Law 100 firm with practices in Business, Digital Assets and Data Management, Intellectual Property, Labor & Employment, Litigation and Tax.

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Daniel Goettle Shares His Journey to Office Managing Partner in <em>Law.com</em> Article

ADventures in Law

FTC’s Junk Fee Rule FAQs Give Road Map for Displaying Price

Peter Roskam, Jeff Paravano Provide Federal Insights at TEI Regions 4 and 5 Conference

The Delayed, but Not Forgotten, Disclosure of PFAS: TSCA Section 8(a)(7) Postponed While States Fill the Gaps

Amidst global unrest, elections season, and a divided political landscape, employees are turning to social media platforms now more than ever to express their opinions. It is critical for an organization to maintain a positive outward brand. Your organization’s reputation can easily be tarnished by an employee’s social media activity. A single post can create incredible unrest amongst employees. All of this and more begs the question – from a labor and employment perspective, how much control does an employer have over an employee’s social media activity? Is the First Amendment implicated? What state laws come into play? How does “at will” employment impact rules or policies an employer can enforce surrounding social media usage? And what does the NLRB have to say about all of this?

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Join us for a webinar on November 16 to learn more about how to manage employee use of social media. We will cover the NLRB perspective, what laws apply to private employers and best practices for handling challenging scenarios.

Pending approval for 1.0 hour of CLE credit in CA, FL, GA, NY, PA, and TX. Other states may be available upon request.

Webinar: Tag This: Managing Employee Social Media Use Outside the Workplace

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