Employee Blogs and Websites: Protect Yourself Against the Business and Legal Risks When Workers Go Online
Employer Resource Institute Audio Conference
Tuesday, July 15, 2008
10:30 a.m. to Noon (Pacific)
As an additional benefit, you will receive a no-risk trial subscription to California Employment Law Answers when you register for this audio conference (or purchase a CD recording). You will receive 3 evaluation issues. If you want to continue to receive the newsletter, simply pay the invoice you will receive in the mail. If you decide the newsletter isn't for you, just write cancel on the invoice and return it. You will owe nothing, and all issues you receive are yours to keep. As with all ERI products, your satisfaction is guaranteed 100%. (Offer good for new subscribers only.)
Many employers are dealing with troubling situations these days as a result of employees' blogs and websites. You may have already encountered something like the following:
- A recently fired worker posts confidential company information on his personal website, without your knowledge or permission.
- A disgruntled employee complains in her blog that your workplace discriminates against women and other minorities.
- A group of employees jointly launch a new website urging their co-workers to join forces for a union campaign.
When workers go online, they can create a disturbing range of legal risks for employers. Based on what they write and post, you could lose valuable trade secrets and loyal customers, and your organization's reputation may be damaged beyond repair. Harassing or defamatory comments by employees that would never be tolerated inside the workplace can be much more difficult to control when they're posted on the Internet. You may also face additional legal liabilities, such as trade libel claims if your employees disparage a competitor's product, or discrimination claims if they criticize fellow workers.
Join us on July 15 for an in-depth 90-minute audio conference that explores the legal risks posed by employee blogs and websites and the best practices for dealing with them. You'll learn about the specific dangers you could face if your workers publish defamatory or disparaging comments online, as well as the practical steps you should take to safeguard your organization.
Our expert—a California-based attorney who's well-versed in the brave new world of Internet law—will discuss the dos and don'ts of monitoring employee blogs and websites, and setting policies that will help you avoid the most common mistakes other employers have made in dealing with these issues.
You And Your Colleagues Will Learn:
- The primary legal threats posed by employees who discuss your company on their personal blogs and websites
- How you should address employee blogs or sites that criticize or complain about your organization
- What you must do—immediately—if an employee blog or site alleges discriminatory practices in your workplace
- The clauses that should be included in your employee policies—and how to enforce them fairly and consistently
- The steps you must take if you discipline or terminate workers for a blog- or site-related issue to avoid making matters worse
- The legal constraints that may apply, from the First Amendment and the National Labor Relations Act to federal and state whistleblower laws
- The impact of union laws and rules on your employee Internet policies
- How to deal with other blogging and website issues, such as employees accessing their blogs during work hours or using your trademarks and logos in their online posts
ABOUT YOUR SPEAKER:
Kristie D. Prinz, Esq. is the founder of The Prinz Law Office in Los Gatos. She focuses her practice on intellectual property, e-commerce, high-tech, and life-sciences matters. She publishes The California Biotech Law Blog, and she speaks and writes frequently on the legal issues of blogging for companies and employers. Recently named a Fellow of the American Bar Foundation, Prinz serves in numerous leadership positions on technology committees for national and state bar associations and business organizations. She earned her law degree at Vanderbilt University.
Approved for Recertification Credit
This program has been approved for 1.5 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 at www.hrci.org.
How Do Audio Conferences Work?
An audio conference is remarkably cost-effective and convenient. You
participate from your office using a regular telephone. You have no travel costs
and no out-of-office time.
Plus, for one low price you can get as many people in your office to
participate as you can fit around a speakerphone.
Because the conference is live, you can ask the speakers questions' either on
the phone or via e-mail.
With your registration, you also receive conference materials with additional
practical information from California Employer Advisor sent to you via e-mail
shortly before the conference.
Why You Can Sign Up To Attend This Event with Confidence
As with all California Employer Advisor products, you're completely
protected. If for any reason you are unsatisfied with this audio conference,
simply let us know and we will return your entire registration fee.
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