From tattoos to Twitter, from smartphones to at-home marijuana use, your organization is being forced these days to balance employees’ individual expression against your organization’s business interests.
Individuality can lead to a unique workplace, but restrictions on an employee’s expression can lead to discrimination and retaliation lawsuits… lower morale… and unwanted government attention.
As a result, employers are confused about where — and when — they can draw the line. That’s why we’ve developed this new, fast-paced and entertaining webinar, which will help attendees guard against these claims while maintaining sanity in their workplaces.
Topic: Regulate Individual Expression On & Off the Job
Presenter: Jim Paul, a shareholder in the St. Louis office of Ogletree Deakins and HR management consultant.
Date: Wednesday, June 10, 2015
Time: 1 p.m. EDT, 12 p.m. CDT, 10 a.m. PDT
To find the time in your time zone, click here.
You’ll learn practical, concrete answers to questions such as:
- When can you legally monitor employees’ email, blogging and Facebook posts — both at work and at home?
- When MUST you monitor an employee’s Internet use?
- Can you refuse to hire people who smoke?
- What impact do the new laws on medical and recreational marijuana use have on your drug testing policies?
- Can you tell employees to cover up tattoos or piercings?
- Can long hair on a man be considered “religious expression”?
- How should you regulate employees’ use of smartphones during work?
- Can you prevent employees from talking about their pay or benefits?
- When do dress and grooming restrictions go too far? (Use our model policy)
- How can you say ‘Yes’ to Girl Scout cookie sales but ‘No’ to other solicitations — including unions?
- What type of political speech must you tolerate inside and outside the office?
- Does a boss’s favoritism toward an employee he’s dating count as sex discrimination? You may be surprised. (See our model fraternization policy)
Register for this Business Management Daily webinar to learn exactly what you can and can’t do to regulate employees’ conduct. Click here to sign up!
