Social Media Policies
|Date:||October 16, 2013, 5:30pm – 8:30pm|
Gaithersburg Hilton, 620 Perry Parkway, Gaithersburg, MD 20877
$30.00 Chapter Members, $40.00 Nonmembers, $45.00 Walk-ins
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PLEASE NOTE WE ARE STARTING 30 MINUTES EARLY FOR PRESENTATION OF MONTGOMERY COUNTY WINNERS OF THE SLOAN AWARD
Social Media Policies - What Risks are Ahead?
This program has been SUBMITTED for 2.0 HRCI General Recertification Credits
About the Program:
Facebook, Linkedln, Twitter, and numerous other social media outlets have become enormously popular in recent years, both socially and for business purposes. A social media strategy has quickly become a part of many business plans. Despite the many positives with these technological advances, there are many risks to businesses when employees utilize such tools. For example, employees may use social media to make inappropriate comments that, rightly or wrongly, bring negative publicity to the employing company. In addition, employee use of social media may create exposure to potential liability for things such as unlawful harassment, defamation, invasion of privacy, retaliation, discrimination, and misappropriating trade secrets and other confidential information. Employees also may try to assert ownership interests over social media accounts that are business related or claim that the information contained in such accounts is theirs. To help manage these risks, a company should implement an effective social media policy and educate its employees on the parameters of the policy.
Learning objectives for this presentation include:
- identifying social media,
- identifying ways in which social media can undermine a company's reputation,
- identifying ways in which social media can expose a company to potential liability, and
- developing policies that help reduce the risks associated with the use of social media.
About the Speaker
Stephen B. Stern is a partner with the law firm of Hyatt & Weber. In connection with his employment practice, Mr. Stern helps companies minimize exposure to liability by developing effective employment policies and practices. He advises companies on strategic matters, such as trade secret protection programs, non-compete, non-solicitation and confidentiality agreements, privacy issues, independent contractor relationships, and social media policies. Mr. Stern also has successfully represented clients in federal and state courts and before federal, state, and local administrative agencies in a variety of matters, such as race, age, sex, disability and other discrimination claims, wage and hour disputes, and suits involving non-compete agreements and trade secrets.