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Can an Employee be Fired over a Social Media Posting
- State laws that may pose problems for you if you terminate an employee for a social media post, they made while off-duty.
- 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
Overview of the webinar
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. We will also see how the law views cyber activity vs offline activity. Do employers have duties to monitor their employee’s online presence, can employers be responsible for online activities of employees.
Who should attend?
- In-House Counsel
- Compliance Officers
- Human Resources
- CFOs
- Executives
- Business owners
- Office managers
- Company presidents
Why should you attend?
I posted it on line can I be fired for that comment? Some employees depending in their position may have more rights than others as to what they post on line. 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 the more effective way to reduce incidents of social media postings that harm employees and the reputations of businesses.
Faculty - Mr.Stuart Silverman
Stuart Silverman has been practising law for almost 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, whistle-blower and retaliation claims, ADA and FMLA claim, 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.
Mr. Silverman 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. He 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, specifically violence caused by employees or former employees. He earned his B.A. degree, with high honors and his J.D. degree from Rutgers University. Mr. Silverman is admitted to The Florida Bar and the U.S. District Court for the Southern District of Florida.