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Privacy rights in social media entered a new era after the 2016 presidential election. The old expression “never pick a fight with someone who buys ink by the barrel” is obsolete: Traditional media has lost its monopoly on communicating with the public. Now, any employee with an agenda might “go viral” on social media. The effect on multinationals’ worldwide workplaces is profound. And the HR issues that swirl around employee social media are global.
What if an employee in some far-flung country uses a social media platform to criticize a boss, harass a subordinate, spread lies about the organization, link the company to an odious political position, disparage a company product, launch a union drive, leak trade secrets—even tout the company in a way that violates advertising laws?
A multinational might launch a global social media policy, but foreign employment laws complicate workplace social media policies, making these policies tough to implement and enforce. Please join Donald C. Dowling, Jr., shareholder at Littler Mendelson P.C. as this fast-paced program shows you how to conquer the workplace-social-media conundrum—internationally.
What you will learn:
- Employer traditional-media policies contrasted with social media policies
- “Regulating” employee off-hours postings on employee-owned equipment
- Drafting a viable global social media policy—without local-country addenda
- Launching a global social media policy across overseas workplaces
Who should attend:
- HR generalists and in-house employment lawyers at multinationals, with global responsibilities
- Compliance, IT, and Public Relations professionals at multinationals, with global responsibilities