You run a successful six-person personal injury law firm. You can’t sleep one hot summer night and you’re up late so you decide to check Twitter one more time… and you can’t help but notice that your new paralegal James has blasted you as being a terrible, penny-pinching boss with horrible breath that “pervs” on female employees at the office. Can you fire him for this rude, untrue and offensive tweet?
The answer… it depends! The explosion of social media use in the workplace — from Facebook to online dating apps — has created a flood of novel legal and practical issues for employers. Further, increasing legislation, emerging case law, NLRB decisions and a change in administrations further cloud the legal landscape. If you need some guidance on how employers may legally handle employee social media use, join employment law attorney Alix Rubin for a lively and practical discussion of situations that arise when employees “misbehave” on Facebook, Twitter, LinkedIn and other social media sites and apps. Alix will mainly discuss the types of confidential information employers may protect from online exposure, the types of information you may discipline an employee for disclosing online, when you can and cannot monitor your employees’ social media activity and who owns an employee’s business-related social media contacts. This CLE course is full of recent case examples and practical guidance for employers.
Alix R. Rubin founded Rubin Employment Law in 2010 to fill the need for compassionate legal counsel for both employers and employees. The firm’s goal is to help its clients resolve their disputes cost effectively and with as little disruption to their businesses, and lives, as possible. A former member of a New Jersey District Ethics Committee, she currently serves on the Board of Trustees of Volunteer Lawyers for Justice and as a director of the Wharton Alumni Club of New Jersey.