Monitoring And Restricting Employee Conduct: From Speaking Out To Lighting Up
|Date / Time:
The National Labor Relations Board has carved out quite a pro-union landscape in recent years, forcing employers to be very careful in how they seek to restrict employee conduct, both on- and off-the-clock.
Many employers have found themselves on the NLRB's bad side for overstepping the bounds of the National Labor Relations Act in trying to restrict employees from using social media to complain about supervisors or voice other opinions about their organizations.
In addition to social media, issues such as smoking, drinking, and weight-management are other workforce concerns. It's not uncommon for employers to consider tacking on higher deductibles to employees who smoke, are obese, or have other health-related conditions that could affect the bottom line. But how far can you legally go to potentially penalize employees for engaging in unhealthy conduct?
Participate in this interactive webinar, and you'll get a framework for identifying the ways in which you can restrict or prohibit certain employee conduct, and pointers on how to tell when you may be crossing a legal line when seeking to restrict or prevent an employee's speech, habits, and other behavior.
- Wow far you can legally go to monitor your employees' on and off-duty conduct, and the permissible means you can use to keep tabs on what they're doing
- What you can and can't do when trying to restrict employees from engaging in bad habits, such as smoking or drinking
- The grounds you've got for banning or limiting the use of e-cigarettes in the workplace
- The legal landscape concerning the issue of whether you can refuse to accept an applicant for employment based on smoking habits
- How many employers are using wellness programs to incentivize employees into taking care of themselves and kicking unhealthy habits - and how you can do the same
- Tips on how to ensure that employees don't post social media content that goes against your organization - without sparking legal liabilities
- Whether you can refuse to hire or terminate someone when an employment drug screen reveals nicotine, prescription drug, or alcohol use
- The latest developments concerning health screening assessments - and how far you can go to affix higher deductibles to employees who smoke, are obese, or have high blood pressure or cholesterol
- Your right to restrict employees from accepting assignments with other employers - how to communicate and enforce a moonlighting policy
- Pointers to ensure that you don't misstep in the eyes of the pro-employee NLRB
- Best practices for drafting policies governing employee's on- and off-duty conduct
- And more!
In just 90 minutes, you'll learn what you can and cannot legally limit when it comes to employee conduct. Register now for this informative event risk free.
About Your Presenter:
Howard K. Kurman is an employment attorney and chair of Offit Kurman's Labor &Employment Practice Group. Mr. Kurman regularly counsels clients on all aspects of proactive employment/labor issues. He represents employers ranging in size from as small as 20 employees to those employers with geographically disparate locations consisting of over 4,000 employees.
Mr. Kurman assures, through regular contact with his clients, that they promulgate and maintain the most effective employment policies that will, to the extent possible, minimize their legal exposure in today's litigious workplace. Mr. Kurman offers advice on employee handbooks, employment agreements, and covenants not to compete as well as confidentiality and non-disclosure agreements.
Cannot Attend The Live Presentation?
This presentation is also available in a recorded format, in CD version, as shown in the pricing options below.
|About Webcasts / Audio Conferences / Podcasts:|
Webcasts, audio conferences, and podcasts are presentations that you
attend via the Internet, phone, or mobile device at a specified date and time for "live" versions, or at your convenience for "recorded" and "On-Demand" versions.
versions are interactive, meaning that participants can ask questions in real time, plus are a very cost-effective form of training because 1) you receive fast, convenient learning without
any out-of-office time; 2) you can invite as many colleagues as you'd like to listen in on a single phone line; 3) you incur no travel expenses; and 4) you and your colleagues are back
at work immediately after the session ends!
And though with recorded versions you do lose the ability to ask questions, you gain the ability to hear the presentation numerous
times and to share it with others in your office.
Handout materials and the phone number for live presentations are made available to you prior to the event via email from the
presenter and from the "MyAccount" link on the menu bar. Copies of the presentations are included with recorded versions.
|Licenses / Designations / Educational Credits:||COC|
All US States: 0.075
|About The Provider:
||BLR® is the leader in helping organizations, and their employees, reduce safety, environmental and employment compliance-related legal exposure, stay on the right side of law, and achieve their full potential. We offer best-in-class compliance product and services that includes news, information & analysis, best practice guidance, employee training and turn-key tools delivered in a wide range of formats from online applications, live events and websites to books, CD's, Video, Posters and newsletters geared to all sized organizations and industries.
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