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Legal Responsibilities When Monitoring Your Employees On and Off the Clock Live Online Training

On Demand Webinar Credits CLE, HR Certification Institute, SHRM ( In Partnership With Lorman Business Center, LLC)

September 17 at 1:00 - 2:30 pm EST

Keep you and your company out of hot water when monitoring your employees.

Keep you and your company out of hot water when monitoring your employees. Many managers are required now to observe and consider realistic and proper practices and procedures for monitoring employee activities and communications. Such assignments are typically for the purposes of improving workplace productivity, maintaining asset control, and enhancing workforce harmony. Even if not asked to undertake such efforts, managers today are often confronted with digital communications or activities disclosed to them by peers, co-workers, or employees whom they supervise. As a result, all managers, and their supervisors or advisers, need to gain some familiarity with the issues that arise from actively observing employee activities or communications, whether performed in-person or digitally. Obtaining a foundational knowledge in this area proves critical for formulating and applying proper workplace policies and procedures. The need for business monitoring of employee activities has increased due to more employees working remotely on a full-time or part-time basis. Securing business assets, plans, and strategies also requires employer monitoring. In addition, many software companies market new apps and programs that monitor employee work activities. All such efforts require an analysis that balances business objectives with legal compliance obligations so that employers limit their exposure in a manner that also permits economic growth. This topic sheds light on how to start that discussion with your business managers or team in an efficient and productive manner.
Learning Objectives
  • You will be able to define categories of privacy that are protected and describe some activities that are not covered or protected by workplace privacy laws.
  • You will be able to identify privacy issues that require additional examination and review, and the possible need for policies that management can explain to employees and document.
  • You will be able to recognize certain management practices to avoid and to review current procedures and policies to improve and implement.
  • You will be able to discuss workplace privacy issues and monitoring practices and explain their lawful purposes and goals.

Agenda

Review of Legal Doctrines Governing Privacy and Activity or Communication Rights of Employees Common Law
  • Privacy Doctrines From Tort Law and Other Sources
  • Statutory Privacy Protections for Employees
  • Regulatory Privacy Protections for Employees
Examples of Protected and Unprotected Activities or Communications
  • Phone Communications
  • Email or Text Messaging
  • Internet or Social Media Usage
Workplace Monitoring Issues
  • Video or Visual Monitoring of Employees
  • Employer Policies
  • Examples of Potential Liabilities for Employers
Who should attend?

This live webinar is designed for human resource managers, personnel managers, presidents, vice presidents, business owners and managers, and attorneys.


Your Instructor


Ambrose V. McCall
Ambrose V. McCall
  • Partner of Hinshaw & Culbertson LLP, Peoria, Illinois
  • Represents a number of employers regarding employer monitoring and privacy issues and related claims by employees before courts and governmental agencies
  • Advises clients on a range of employment issues, including state and federal regulatory, compliance, handbooks, and employee programs
  • Represents a number of clients in commercial litigation including breach of contract, real estate, and construction claims
  • Defends clients against claims of employment discrimination, retaliation, wrongful discharge, wage and hour, and civil rights
  • Clients include a wide variety of insurers, professionals, and business firms throughout Illinois
  • J.D. degree, Case Western Reserve University School of Law

Credits

OnDemand Webinar

This course was last revised on November 12, 2015.

This program does NOT qualify, nor meet the National Standard for NASBA accreditation.

Live Webinar Registration

  • AL CLE 1.5
  • This course or a portion thereof has been approved by the Alabama State Mandatory Continuing Legal Education Commission for a maximum of 1.5 hours credit.
  • AR CLE 1.5
  • This course has been approved for 1.5 hours of CLE by the Arkansas CLE Board.
  • Arizona CLE 1.5
  • The State Bar of Arizona does not approve or accredit CLE activities for the Mandatory Continuing Legal Education requirement. This activity may qualify for up to 1.5 hours toward your annual CLE requirement for the State Bar of Arizona.
  • CA MCLE 1.5
  • Lorman Business Center, LLC. is a State Bar of California approved MCLE sponsor and this course qualifies for 1.5 CLE hours of participatory credit.
  • HI CLE 1.5
  • This program was approved by the Hawaii State Board of Continuing Legal Education for 1.5 CLE credit hours.
  • IL CLE 1.5
  • This course was approved for a total of 1.5 hours of MCLE Credit by the Illinois MCLE Board.
  • ME CLE 1.5
  • This course has been approved by the State of Maine Board of Overseers of the Bar. Lawyers who complete this course shall receive 1.5 hours of CLE credit under M. Bar R. 12.
  • NH MCLE 1.5
  • NH MCLE does not approve or accredit CLE activities for the NH Minimum CLE requirement. Lorman Education Services believes this course meets the requirement of NH Supreme Court Rule 53 and may qualify for CLE credit(s). Program Length: 90 Minutes.
  • NJ CLE 1.8
  • This program has been approved by the Board on Continuing Legal Education of the Supreme Court of New Jersey for 1.8 hours of total CLE credit.
  • NV CLE 1.5
  • This program has been approved by the Nevada Board of Continuing Legal Education for 1.5 CLE hours.
  • PA CLE 1.5
  • This Distance Learning program has been approved by the Pennsylvania Continuing Legal Education Board for 1.5 hours of substantive law, practice and procedure CLE credit.
  • RI CLE 1.5
  • This program has been approved by the Rhode Island Mandatory Continuing Legal Education Commission for 1.5 hours of CLE credit.
  • VT CLE 1.5
  • This program has been approved by the Mandatory Continuing Legal Education Board of Vermont for 1.5 hours of CLE credit.
  • WA CLE 1.5
  • This program has been approved by the Washington State Board of Continuing Legal Education for 1.5 hours of Law & Legal Procedure credit.
  • WI CLE 1.5
  • This program has been approved by the Board of Bar Examiners for 1.5 hours for use toward the Wisconsin Mandatory CLE requirement.
  • WV MCLE 1.8
  • This program has been approved by the West Virginia State Bar MCLE Commission for 1.8 MCLE hours.
  • HR Certification Institute 1.5
  • This program has been approved for 1.5 (General) recertification credit hours toward aPHR(TM), aPHRi(TM), PHR®, PHRca®, SPHR®, GPHR®, PHRi(TM) and SPHRi(TM)recertification through HR Certification Institute® (HRCI®). For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.
  • SHRM-CP/SHRM-SCP Preferred ProviderSHRM 1.5
  • Lorman Education Services is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 1.5 PDC(s) for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit www.shrmcertification.org.

This program does NOT qualify, nor meet the National Standard for NASBA accreditation.

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Frequently Asked Questions


When does the course start and finish?
The course starts now and never ends! It is a completely self-paced online course - you decide when you start and when you finish.
How long do I have access to the course?
How does lifetime access sound? After enrolling, you have unlimited access to this course for as long as you like - across any and all devices you own.
What if I am unhappy with the course?
We would never want you to be unhappy! If you are unsatisfied with your purchase, contact us in the first 30 days and we will give you a full refund.