Tell a Friend

Managing Your Employees New Media Activity

Event Details:                                                                                                                                                          

Employees' access to blogs, social networking and video sharing in the workplace poses an array of security risks in keeping company's intellectual property. Sharing company information, disparaging the company or co-workers and exposing customer records are just some of the problems that may arise.

Developing good new media policies that include a solid risk management program are the keys to success.

The Knowledge Group is producing a LIVE web cast which will explore how to develop an effective risk management program helping your firm to avoid the pitfalls.

Course Level: Intermediate
Prerequisite: None
Method Of Presentation: Group-Based-Internet
Developer: The Knowledge Group, LLC
Recommended CLE/CPE Hours: 1.75 - 2.0
Advance Preparation: Print and review course materials
Course Code: 114218
Recording Fee: $299 (Please click here for details)

 

Featured Speakers for Managing Your Employees New Media Activity LIVE Webcast :


Agenda  (click here to view more)


SEGMENT 1:
Maura L. Rees, Partner,
Wilson Sonsini Goodrich & Rosati

Addressing some hypothetical situations involving use of social media activity at companies and the issues they raise, such as:
  • • An employee who writes for the company’s twitter account has been saying unflattering things about the company’s executives and products. How to respond?
  • • The employee who established the company’s twitter account leaves the company and wants to continue tweeting under that account, and keep all the followers that the employee garnered during his tenure. What issues are raised by this?
  • • A startup wants to develop a smartphone app with social media features that will access and store the contacts database from the users’ smartphones. Does this raise any issues?


SEGMENT 2:
Lori S. Nugent, Partner,
Wilson Elser Moskowitz Edelman and Dicker

Overlap between social media policies and free speech constitutional rights and the impact of employee postings from the standpoint of defamation, product disparagement and unfair trade practices, such as:
  • • Employee blogs about a meeting that someone from HR had with the employee and manager, and strongly expresses the view that the manager is unfair and HR did not fairly evaluate the facts. What can/should management do?
  • • Employee, while working, becomes aware of a friend's medical condition. Employee posts on Facebook seeking prayers from other friends. What can/should management do? What happens if, instead of a friend, the person with a medical condition is a celebrity?
  • • Employee learns that the company is about to roll out a new, very cool product. Employee is VERY excited about it, and posts on Facebook about the very cool product. Employee's Facebook page doesn't show that employee works for the company. What can/should management do? What if, instead of posting on Facebook, employee posted on LinkedIn where the fact that employee works for the company is easy to see?
  • • Employee sees a competitor's posting, and is angered by the factual inaccuracies that misstate key facts about the company's product. Employee (a manager) responds, explaining the inaccuracies and correcting the mistakes. What should management do? Does it matter whether the posting is from LinkedIn (clearly showing that employee works for the company) or from the employee's Facebook page which shows no affiliation with the company? What if the employee was angry and lashed out at the competitor, saying that the competitor regularly lies about the company's products because the competitor can't sell the product he's trying to foist off on unsuspecting consumers when people know the truth? What if the employee hates the competitor and falsely states that the competitor shouldn't be trusted because the competitor was fired from another job for cheating? Does it matter if the employee is factually correct?
  • • What if an employee learns that there has been a breach of customer data, but notice hasn't been provided to the customers, so the employee posts on his personal blog that there has been a breach. What should management do? Does it matter that notice wasn't being provided because the information breached did not require notice? Does it matter if there was no breach? What if notice hadn't issued yet, but was scheduled to issue in 24 hours? What if the employee, instead of posting on a blog, texted an Assistant District Attorney (a friend) using the company's phone?




Wilson Sonsini Goodrich & Rosati
Maura L. Rees
Partner
speaker bio »»

Wilson Elser Moskowitz Edelman and Dicker
Lori S. Nugent
Partner
speaker bio »»



Who Should Attend?

- Business Executives& Managers
- Risk Officers and Administrators
- Chief Compliance Officers
- Chief Marketing Officers
- Data Security Professionals
- Marketing and Advertising Professionals
- IT Lawyers
- In-house Counsel
- Managers who oversee Employees Utilizing Social Media
- Other Related/Interested Professionals

Why Attend?

This is a must attend event for anyone interested in learning effective risk management scheme.
- Detailed guidance explained by the most qualified key leaders & experts
- Hear directly from key regulators & thought leaders
- Interact directly with panel during Q&A

Join this live webcast by clicking the “Register” button below. Advanced registration is advised as space is limited. Significant discounts apply to early registrants.

Registration Information:                                                                                                                                    


Disclaimer:
Please note, the event date is firm although it may be subject to change. Please click here for details.
The Knowledge Group, LLC is producing this event for information purposes only. We do not intend to provide or offer business advice. The contents of this event are based upon the opinions of our speakers. The Knowledge Congress does not warrant their accuracy and completeness. The statements made by them are based on their independent opinions and does not necessarily reflect that of The Knowledge Congress' views. In no event shall The Knowledge Congress be liable to any person or business entity for any special, direct, indirect, punitive, incidental or consequential damages as a result of any information gathered from this webcast.

 

 

 

 


Managing Your Employees New Media Activity
LIVE Webcast

Event Sponsors / Speaker Firms:




Wilson Sonsini Goodrich & Rosati is the premier legal advisor to technology, life sciences, and growth enterprises worldwide, as well as the investment banks and venture capital firms that finance them. Over the past five decades, Wilson Sonsini Goodrich & Rosati has established its reputation by having an unmatched knowledge of its clients' industries and deep and long-standing contacts throughout the technology sector. The firm's legal expertise serves clients at all stages osf growth, from venture-backed start-up companies to multibillion-dollar global enterprises. The firm's clients include some of the most recognized names in the technology, retail, life sciences, venture capital, and finance sectors.




Wilson Elser, a full-service and leading defense litigation law firm (www.wilsonelser.com), serves its clients with more than 800 attorneys in 23 offices in the United States and through a network of affiliates in key regions globally. Founded in 1978, it ranks among the top law firms identified by The American Lawyer and is included in the top 50 of The National Law Journal's survey of the nation’s largest law firms. Wilson Elser serves a growing, loyal base of clients with innovative thinking and an in-depth understanding of their respective businesses.




 

The Knowledge Group, LLC is registered with the National Association of State Boards of Accountancy (NASBA) as a sponsor of continuing professional education on the National Registry of CPE Sponsors. State boards of accountancy have final authority on the acceptance of individual courses for CPE credit. Complaints regarding registered sponsors may be addressed to the National Registry of CPE Sponsors, 150 Fourth Avenue North, Suite 700, Nashville, TN, 37219-2417. Website: www.nasba.org


 

We are an approved multi-event sponsor in the state of California. Our provider ID is: 14451. In Texas, Illinois, and Virginia, we submit programs for individual approval in advance. In all other states, once attendance is verified, participants are emailed an official certificate of attendance which they submit to their respective State Bar Associations. Our programs are created with continuing education in mind and are therefore designed to meet the requirements of all State Bar Associations. If you have any questions, please email our CLE coordinator at: info@knowledgecongress.org

Attention New York Attorneys:

This program is approved for CLE credit under New York’s Approved Jurisdiction policy. The Knowledge Group, LLC is an approved sponsor in the state of California, a New York Approved Jurisdiction. This program fulfills the non-traditional format requirement of exceeding 60 minutes in length. Please note only experienced attorneys (more than 2 years) are eligible to receive CLE credit via non-traditional format learning platforms. The Knowledge Group will verify attendance during the webcast via secret words (3 per credit hour) and by auditing attendees log in and log out records. All verification instructions will be provided during the webcast. Once attendance verification requirements have been completed, the attendee will be issued a certificate of attendance be The Knowledge Group for the course with the recommended number of credit hours. The Certificate of Attendance is normally sent via email in 24 hours or less.

To Claim Your CLE Credits:

The attorney should simply include credits earned via Knowledge Group webcasts when computing the total number of CLE credits completed, and keep the Knowledge Group Certificate of Attendance for a period of at least four (4) years in case of audit. An attorney may count towards her/his New York CLE requirement credit earned through the Approved Jurisdiction policy without notifying the CLE Board.

To learn more about New York’s Approved Jurisdiction policy. Please visit: http://www.nycourts.gov/attorneys/cle/approvedjurisdictions.shtml



 
Enrolled Agents Sponsor ID Number: 760

We have entered into an agreement with the Office of Professional Responsibility, Internal Revenue Service, to meet the requirements of 31 Code of Federal Regulations, section 10.6(g), covering maintenance of attendance records, retention of program outlines, qualifications of instructors, and length of class hours. This agreement does not constitute an endorsement by the Office of Professional Responsibility as to the quality of the program or its contribution to the professional competence of the enrolled individual.