This information-packed webinar explores what you CAN and CAN’T do to regulate employees’ conduct — and how to satisfy the often-conflicting demands of the law, including:
- How you can determine if you’ve crossed a legal line when seeking to restrict or prevent an employee’s speech, habits, and other behavior,
- What you CAN and CAN’T do to restrict “bad” behaviors in employees, and
- How to determine if it’s legal to restrict employees from using social media to complain about supervisors or voice other opinions about their organizations.
In just 75 minutes, you’ll get a framework for identifying the ways in which you can restrict or prohibit certain employee conduct as it pertains to:
- Technology Communications: When you can legally monitor employees’ email, Facebook posts and blogs, both in and out of the office
- Compensation: Can you keep employees from discussing pay and other benefits?
- Drugs, alcohol, and tobacco: Can you refuse to hire or terminate someone for their use?
- Vaping or e-cigarettes: Restricting their usage in the workplace – and beyond
- Moonlighting: Can you prevent employees from taking work outside of their position?
- Tattoos and piercings: Are you legally allowed to require employees to cover them up?
- Religious expression: What does, and does not fall under this, including hair, dress and other aspects of personal presentation
- Dress codes: Do you need a 43 page dress code like USB has? How far is too far?
- Friendships: Do friendships or other relationships that extend beyond the office walls lead to trouble for the employer?
Product ID: 5966
Learn How to Legally Monitor and Regulate Employee Conduct On and Off the Job!Get it on demand now
David C. Whitlock
Dave has over 25 years of experience in business immigration, compliance, employment counseling, and training. In addition, Dave has extensive experience handling employment-related visa work, including both temporary and permanent visa cases, as well as advice regarding compliance with the I-9, discrimination, and document abuse provisions of the Immigration Reform and Control Act of 1986 and litigation arising under that statute. He is a frequent lecturer and presenter on immigration and compliance topics and best practices in employment-related topics.
Continuing Education Units
HRCI – Receive 1.25 recertification credit hours toward PHR and SPHR recertification through the Human Resource Certification Institute (HRCI). For more information about certification or recertification, please visit the HRCI homepage at www.hrci.org.
“The use of this seal is not an endorsement by the HR Certification Institute of the quality of the program. It means that this program has met the HR Certification Institute’s criteria to be pre-approved for recertification credit.”