Can an Employee be Fired over a Social Media Posting?

Duration: 60 minutes

Speaker: Stuart Silverman

CREDITS:

Available On-Demand

PURCHASE OPTIONS

Individual Purchase Options
On-Demand Available On-Demand. Watch the webinar recording multiple times for 30 days.	$179
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ABOUT THE EVENT

I posted it online can I be fired for that comment? Some employees depending in their position may have more rights than others as to what they post online. Some employees based upon content may have more protection. Does the law distinguish between online vs offline conduct? How is cyberbullying view under the law? Training in this area may be a more effective way to reduce incidents of social media postings that harm employees and the reputations of businesses.

Why should you attend?

Despite the business pluses of these sites and tools, they also create issues of security and legal liability for employers, and still relatively little case law exists for organizations to turn to when weighing the risks. This webinar will help employers better understand the numerous laws that employers need to be concerned about when terminating employees for what they say or do on social media. And what you need to know before you terminate employees for comments they post on social media sites, as well as the liability of a company for cyber acts of its employees.

Areas Covered in the Session:

What legal issues the NLRB could allege based on your social media policy
First Amendment rights of public employees
Cyberbullying vs bullying are they the same
Online harassment is the employer responsible
How to create a legally compliant social media policy
How to discipline an employee for what they say or do on social media sites like Facebook, LinkedIn and Twitter
NLRB actions against employers who have terminated their employees for what they post on social media sites
What potential problems you could face by the NLRB for firing an employee for a Facebook post
Recent case law and mistakes to avoid when terminating an employee for comments on Facebook and Twitter
How to protect your organization from these legal pitfalls
Analysis of state laws that prohibit terminations for lawful off-duty conduct

Who can Benefit:

Payroll
Human resource recordkeeping and maintenance
Compliance Officers
CFOs
Office Managers
Company Presidents
Employers and Business Owners
Hiring Managers
HR Managers/Supervisors
Risk managers

Speaker(s)

Stuart Silverman

Stuart Silverman has been practicing law for over 30 years and is the principal of the Law Offices of Stuart M. Silverman, P.A., located in Boca Raton, Florida. The emphasis of his practice is in the area of labor and employment law, and business and commercial litigation. Mr. Silverman has represented both private and public employers, as well as individual employees in a whole host of complex business disputes and employment settings at administrative levels, and state and federal trial and appellate courts. His extensive employment litigation experience includes claims under age, race, sex discrimination, wage and hour claims, whistleblower and retaliation claims, ADA and FMLA claims, public employee's claims, as well as disputes under employment contracts, non-compete agreements, trade secrets disputes, and partnership breakups. Mr. Silverman is a frequent speaker on his areas of practice. He focuses on helping businesses by taking a proactive approach to their employment and business law needs, and provide assistance with compliance on workforce issues, employment handbooks and policies, employee contracts, non-competition, and non-solicitation agreement, partnership agreements, shareholder agreements, contracts and buyouts and severance issues and commercial leases. Mr. Silverman is also a member of The Workplace Violence Prevention Institute ("WPVI") a group formed to investigate solutions and strategies from a proactive and systemic perspective to minimize the risk of workplace violence and school violence, specifically violence caused by employees or former employees or former students. Through tailoring results to each company, each workplace can take simple proactive preventive measures can go a long way to prevent an episode of workplace violence.

CEUs

The use of this seal confirms that this activity has met HR Certification Institute’s® (HRCI®) criteria for recertification credit pre-approval.

Credits: 1.0

Compliance Prime is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for PDC(s) for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit www.shrmcertification.org

Credits: 1.0

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