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Controversial, Potentially Dangerous Employee Conduct: When Your Code Of Conduct And Preservation Of Company Culture Trump Free Speech

Webinar: ID# 1026337
Recorded On-Demand
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About This Course:
The line between on-duty conduct and off-duty conduct is becoming more blurred all the time.

Following the deadly rally in Charlottesville, for example, participants were identified (and vilified) on social media. At least one was forced to resign from his job in Berkeley, California, according to various media outlets.

And Google is now caught up in a swirl of controversy over the firing of engineer James Damore, who published a controversial memo about female software engineers. Google defended the termination, stating that Damore’s memo violated the company’s code of conduct by perpetuating gender stereotypes.

Can you fire employees for off-duty conduct, or for on-duty conduct that doesn’t reflect the views of your organization as a whole? Must you do so? What are the legal risks of getting too involved or not involved enough?

Don’t miss our timely and thought-provoking webinar when our speaker, veteran employment lawyer Mark Schickman, will clearly spell out what conduct is legally protected, what conduct is not, and how employers should respond during these turbulent times.

You’ll learn:
  • The legal issues recent “Unite the Right” protests and other causes are raising for employers nationwide right now
  • Examples of state laws that limit an employer’s response to employee actions that go against the organization’s culture
  • The action plan to follow if your company is being pressured to fire workers for their beliefs or involvement with causes that protesters deem unacceptable
  • What you legally can and cannot do to monitor and restrict employees’ political or ideological speech in and out of the workplace
  • What you can legally do to monitor and respond appropriately to employees’ postings to social media, emails, and intranets that you believe violate the code of conduct
  • When employees code-of-conduct violations could spark discrimination, harassment, or negligence claims against your organization
  • The legal landmines you could face for taking action against an employee for expressing religious, political, or ideological views
  • How to draft and enforce your code-of-conduct policy so it serves as a tool for protecting your company’s interests without crossing the legal line
About Your Presenter:

Mark Schickman, Esq.
Partner
Freeland, Cooper & Foreman LLP

Mark I. Schickman of Freeland Cooper & Foreman LLP in San Francisco is the Editor of the California Employment Law Letter and has written and appeared in numerous employment training videos. He concentrates on employment and labor law, litigating every type of employment matter, handling charges before California and Federal administrative agencies and providing advice in avoiding liability for discrimination, harassment, wrongful termination, union-related charges, and all other aspects of the employment relationship; he is an expert in constitutional law. He is a member of the blue ribbon employment arbitration panel of the America Arbitration Association and has written about and taught labor and employment law across the country.

Mr. Schickman represents California on the American Bar Association's Board of Governors and has served as president of the Bar Association of San Francisco and as governor of the State Bar of California—posts that keep him focused on the entire employment law landscape in California.
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Controversial, Potentially Dangerous Employee Conduct: When Your Code Of Conduct And Preservation Of Company Culture Trump Free Speech
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