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DTSTART:20200820T153000Z
DTEND:20200820T170000Z
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SUMMARY:2020 Robert Driscoll of Reinhart Law Presents Social Media Regulation Webinar
DESCRIPTION:Employers have grappled with employee use of social media for at least the past decade. As difficult as these problems are for all employers\, unionized businesses face their own unique set of challenges. One wrong step could lead to a violation of the collective bargaining agreement or an unfair labor practice charge\, in addition to discrimination claims that apply to all employers.\n\nThis session will discuss a few common problems and solutions that unionized employers should consider when regulating social media use. Among the topics considered will be:\n\n Collective bargaining and social media\n When is employee behavior on social media protected or not protected by Section 7 or the NLRA?\n Employer obligations under federal law to curb employee use of social media to harass or discriminate.\n\nRobert S. Driscoll is a shareholder in Reinhart's Labor and Employment Practice. Rob's practice covers a wide variety of litigation-related issues facing employers including claims of unlawful discrimination and/or retaliation\, disputes over non-compete agreements and other restrictive covenants\, wage and hour claims (both individual and class actions)\, and he also represents clients in appeals. Rob counsels employers to help them avoid disputes before they start with a particular emphasis on discrimination (including disability discrimination)\, wage and hour issues\, and non-compete agreements. Rob also practices in the area of traditional labor law\, including collective bargaining\, union campaigns\, proceedings before the National Labor Relations Board\, and labor arbitrations.
X-ALT-DESC;FMTTYPE=text/html:Employers have grappled with employee use of social media for at least the past decade. \; As difficult as these problems are for all employers\, unionized businesses face their own unique set of challenges. \; One wrong step could lead to a violation of the collective bargaining agreement or an unfair labor practice charge\, in addition to discrimination claims that apply to all employers.
\nThis session will discuss a few common problems&mdash\;and solutions&mdash\;that unionized employers should consider when regulating social media use. \; Among the topics considered will be:\n