Business people tend to see the opportunities that social media creates for them while lawyers see risks. The correct approach is to neither ignore the risks nor be paralyzed by them, but to navigate them. Receive an overview of how employers can appropriately use social media in hiring decisions and investigations, and explore how social media can help market an employer’s brand, products, and services while staying consistent with FTC requirements. Particular attention will be paid to possible terms of a social media policy where NLRB decisions loom large. Identify practical solutions that minimize (not eliminate) the risks so you can still run your business without ending up in the NLRB’s cross-hairs. Finally, explore the benefits and risks of friending, linking in and tweeting. Some of the answers may surprise you.
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Jonathan A. Segal
Partner
Duane Morris, LLP
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Jonathan is a partner at Duane Morris LLP in its Employment Group. He also is the Founder and managing principal of the Duane Morris Institute, which provides training on employment issues to HR professionals, in-house counsel and other leaders.
The core of Jonathan’s practice is helping employers maximize legal compliance and minimize legal risk with regard to harassment, discrimination, retaliation and reasonable accommodations.
Over the past few years, Jonathan has focused on religion in general and antisemitism in particular. In addition to helping clients, Jonathan has delivered a number of talks on antisemitism on behalf of the EEOC as well as to field directors of the EEOC.
Jonathan has provided training to federal judges and other members of the federal judiciary on various employment issues for more than 20 years.