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Employee Social Media Use: Potential Liability for Employers Who Attempt to Regulate It and Reasonable Expectations for Employees


Employee Social Media Use: Potential Liability for Employers Who Attempt to Regulate It and Reasonable Expectations for Employees
$224
$224
Webinar
Product Code - LGN235
Speaker(s): Eric Raphan, Sheppard, Mullin, Richter & Hampton LLP; Sean J. Kirby, Sheppard, Mullin, Richter & Hampton LLP
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This program will provide an overview of legislation prohibiting employers from seeking access to the social media accounts of current and prospective employees. The faculty will focus on the National Labor Relations Board’s (NLRB’s) guidance with respect to employer use of social media to make employment-related decisions. In addition, they will discuss the potential liability facing employers for failing to comply with such legislation and NLRB guidance.

The faculty will address common questions that arise with respect to employee use of social media while at work and/or an employee’s use of social media to discuss what has occurred while at work. Best practices for employers will be reviewed as well as reasonable expectations for employees with respect to their use of social media in the workplace.

Educational Objectives:

• Understand the legislation regarding employer access to the social media accounts of employees or prospective employees.

• Learn about the potential liability that employers face for failing to comply with this new legislation.

• Find out what employees can reasonably expect with respect to their use of social media in the workplace.

Who would benefit most from attending this program?

Attorneys who practice in the labor and employment field; in-house counsel and human resource professionals tasked with hiring employees.

Program Level: Intermediate
Prerequisite: A general understanding of labor and employment law and social media.
CPE Delivery Method: Group Internet-Based Live
Field of Study: Specialized Knowledge and Applications
Recommended CPE Credit: 1.5 credits
Anticipated CLE Credit: 1.5 credits (may vary based on from which jurisdiction requested)

For additional information, please see the “CE Credit” tab.

Eric Raphan, Sheppard, Mullin, Richter & Hampton LLP; Sean J. Kirby, Sheppard, Mullin, Richter & Hampton LLP

Eric Raphan, Sheppard, Mullin, Richter & Hampton LLP
Eric Raphan is a partner in the New York office of Sheppard, Mullin, Richter & Hampton LLP, where he is a member of the firm’s Labor and Employment Practice Group. Mr. Raphan’s practice encompasses a wide range of labor and employment matters, including the defense of single plaintiff and class action discrimination, and wrongful discharge and wage/hour claims in addition to employment contract, restrictive covenant, whistleblower, sexual harassment and related claims. He regularly represents clients in labor and employment litigations in federal and state courts, and in proceedings before various administrative agencies, including the Equal Employment Opportunity Commission, the U.S. Department of Labor and various state and local agencies.

Mr. Raphan earned a J.D., magna cum laude, from Brooklyn Law School and a B.A., magna cum laude, from Binghamton University. He is admitted to practice in state and federal courts in New York.

Sean J. Kirby, Sheppard, Mullin, Richter & Hampton LLP
Sean Kirby is an associate in the New York office of Sheppard, Mullin, Richter & Hampton LLP, where he practices as part of the firm’s Labor and Employment Practice Group. Mr. Kirby has experience representing management in a variety of employment-based matters in both judicial and arbitral forums, including disputes relating to discrimination and harassment allegations, breach of restrictive covenants and employment agreements, and wrongful termination. He also counsels employers on labor and employment issues including wage and hour matters, personnel policies, and internal investigations.

Mr. Kirby earned a J.D., cum laude, from Fordham University School of Law and a B.A., cum laude, from LeMoyne College. He is admitted to practice in state and federal courts in New York and New Jersey.

This program’s CLE-credit eligibility varies by state. Bloomberg BNA is an accredited provider in the states of New York*, California, Pennsylvania, Texas and Virginia, and most other jurisdictions grant CLE credit on a per-program basis. At this time, Bloomberg BNA does not apply directly to the states of Florida, Rhode Island, Montana and Hawaii although credit is usually available for attorneys who wish to apply individually. Additionally, the following states currently do not grant credit for Bloomberg BNA OnDemand programming: Arkansas, Ohio, Nebraska, and Delaware. All requests are subject to approval once the live webinar has taken place or the customer has viewed the OnDemand version. Please contact the Bloomberg BNA accreditations desk if you have specific questions that have not been addressed.

*Bloomberg BNA is an accredited provider in New York for experienced attorneys only.

Hardship Policy
For information regarding Bloomberg BNA’s Hardship Policy, please visit the Continuing Education Information page.

Questions
Individual programs, subjects, and formats may not receive credit in some states and there may be specific rules regarding who may earn credit or the maximum number of credit hours that may be earned with specific formats. For specific questions, contact your state MCLE regulatory entity for specific questions about your MCLE rules or visit the American Bar Association’s website for general information on accreditation.

If you have further questions regarding a specific state or how to file for CE credit, please contact Bloomberg BNA customer service at 800-372-1033 and ask to speak to the CLE Accreditation Coordinator or send an email to accreditations@bna.com.