Internet And Email: Monitoring Employee Conduct
|Date / Time:
The development of new technology in recent years has created the ability to access seemingly limitless information resources and has changed irrevocably the way business is conducted. Companies literally have the world at their fingertips.
The ever increasing developments in technology will only add to the level of access to information that companies can collect and consequently use. The communication and information advancements of the "infotech age" (email, blogging, instant messaging, social networking sites) have spawned a myriad of societal issues, including important legal, moral and ethical questions.
Privacy rights have been the focus of much media attention and affect not only our individual lives, but our workplace relations. Employers must balance employee privacy rights with the legitimate need to know what is going on in the workplace and to ensure employees are conducting themselves appropriately over the employer's electronic communications systems.
Social Media and the Workplace: Effectively Monitoring Employee Use
Monitoring Communications on Employee-Provided Devices: Whose Message Is It Anyway?
- How Monitoring Helps
- Employer Use Restrictions
- Drafting Effective Policies
Bring Your Own Device Policies – and All the Issues They Bring Along With Them
- Computer Privacy in the Digital Age
- Effect of the ECPA in Today's World
Common Sense Approaches to Email and Internet Monitoring
- Privacy and Security Issues
- Best Practices
- Cost-Benefit Analysis – Does It Make Sense for Your Company?
- Risks of Failing to Monitor
- Risks of "Overmonitoring"
- Best Practices for Policy Creation
Privacy Obligations Under CBAs
- Workplace Searches and the Battle for Common Sense
- Surveillance (e.g. GPS Tracking, Video, Call Tapping)
About The Presenters
- Additional Considerations When Working With CBAs
L. Julius M. Turman
Eric M. Walder
- Partner in the San Francisco office of Reed Smith LLP
- Practice emphasizes all aspects of labor and employment law, including both counseling and litigation
- Former U.S. attorney with extensive trial experience
- Conducts regular seminars and workshops on the full spectrum of employment law issues
- Wrote numerous publications and frequently cited by the press on issues related to employment law
- J.D. degree, Rutgers School of Law; B.G.S. degree, University of Michigan
- Attorney in Reed Smith's Commercial Litigation group and is based out of the San Francisco office
- Practice includes a variety of employment matters including the defense of discrimination, retaliation, harassment, and wrongful termination claims
- Provides advice and counsel to employers in connection with California’s ever-evolving employment laws
- Judicial Extern, The Honorable Matthew F. Kennelly, US District Court for the Northern District of Illinois
- J.D. degree, Northwestern University; M.A, degree, Loyola Marymount University; B.A, degree, University of California, Los Angeles
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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
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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.
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That understanding underlies each Lorman course, presenting the latest information on the laws and regulations critical to your organization's successful daily operations.
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