Although many employers have embraced the benefits of social media for recruiting, marketing and business development, there are a number of legal pitfalls associated with its use/misuse by employees and management. The law is struggling to keep pace with rapid technological and behavioral mutations, and employers can ill afford to be left behind. Foolproof inoculations may not exist, but an employer’s resistance to risk can be improved significantly by taking a proactive approach to social-media strategy.
Please join Seyfarth Shaw for a discussion of what every employer needs to consider regarding social media and its impact on human capital.
- Best practices: employee relations, policies, privacy and off-duty conduct
- “Protected Concerted Activity” wielded by the NLRB against even non-unionized employers’ social media policies and monitoring
- Use of social media to attract and screen potential employees
- When social media and trade secrets collide
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For questions, please contact Jamie Lee at firstname.lastname@example.org.
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