Employee Conduct: How to Legally Monitor and Regulate Employee Behavior On and Off the Job

webinar Employee Conduct: How to Legally Monitor and Regulate Employee Behavior On and Off the Job

You Will Learn:

  • How to determine if you’ve crossed a legal line when seeking to restrict or prevent an employee’s speech, habits, and other behavior,
  • When you can legally monitor employees’ email, Facebook posts and blogs, both in and out of the office, 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.
Watch the pre-recorded web conference
$269.00
 

Do you know your rights when it comes to managing and regulating employees’ behavior – in and out of the workplace?

Suspended for donating money to political campaigns. Fired for burning a Koran. Terminated for complaining about her boss on Facebook. These all happened to employees for things they did …outside of the workplace.

Nowadays, the lines between on and off duty conduct are increasingly blurred. In fact, the National Labor Relations Board’s (NLRB) stance on monitoring worker behavior has forced employers to be very careful in how they seek to restrict employee conduct, both on- and off-the-clock.

Are you confident you know what behavior you can demand from employees – and what you can put a stop to, legally?  If you’re not sure, you’re not alone. Many organizations struggle to identify legal ways to restrict or prohibit certain employee conduct.

Learning Objectives

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!

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Faculty

David C. Whitlock
David C. Whitlock
Attorney

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

    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.”

Learn How to Legally Monitor and Regulate Employee Conduct On and Off the Job!

Get it on demand now

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