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It's a lot more than just "sexting." or visiting inappropriate websites! Do you have a social media policy? Are employees aware of it and have they been trained in its proper application? Is your social media policy aligned with all your other policies and/or collective bargaining agreement(s), the National Labor Relations Act (Section 7 Rights, etc.) and/or your state and local labor and employment laws, and the Federal Trade Commission's regulations?  Does your social media policy protect individual rights regarding confidentiality and the First Amendment right to Freedom of Speech?

If you recruit using social media, are you in compliance with the Fair Credit and Reporting Act? Does it protect copyrights, trademarks, intellectual property, and trade secrets? Are your "take down" protocols adequate? Who owns an employee's social media account(s) and what happens when they exit the organization? If you don’t know the answers to at least these fundamental questions then this webinar is for you, so your social media policy protects your organization, its employees, and all stakeholders.

Why you should Attend

Does your social media or other policies require employees to; be respectful; not release confidential information; not engage in threats; communicate professionally; and/or be fair and courteous? Although these certainly look innocent enough, and regardless of whether you do or don't have a social media Policy these probably exist in some fashion within your expectations for employees. However, the problem is that all 5 of these would likely regardless of if there is a Union or not, based on National Labor Relations Board guidance for Social Media policies be ruled as Unfair Labor Practices or unlawful.  Plus, when you consider that all it takes is just 1 similar misstep with your social media policy to also violate the Fair Credit Reporting Act, Federal Trade Commission (FTC) regulations, State Attorney General's Office or local ordinances and several privacy laws it makes attending this webinar mandatory for future compliance of your workplace.

Areas Covered in the Session

  • Defining the many types and uses of social media
  • The importance of having a social media policy
  • Why your social media policy must comport with all other policies as well as the law
  • Social media in both organized (union) and un-organized and public as well as private sector workplaces
  • Social media and the:
    • 1st Amendment (freedom of speech)
    • National Labor Relations Act (NLRA)
    • Fair Labor Standards Act (FLSA)
    • Copyrights, trademarks, and trade secrets
    • Right of Publicity
  • Plain language v legal format for your policy
  • Blog moderation policies
  • State statutes
  • Social media account passwords
  • Recruiting with social media
  • Digital legacy (who owns the social media account and its content)
  • Take down policies
  • Monitoring your social media policy and the organization's social media activity

Who Will Benefit

  • All level Managers
  • Supervisors
  • Human Resources
  • Employee Relations
  • Labor Relations
  • Attorney's and Union Officers/Representatives/Stewards
  • All levels of Law Enforcement or Security staff

Speaker Profile

Bob Oberstein is uniquely qualified with over 50 years of Labor Relations experience on both sides of the table in both the private and public sectors where he conducted countless investigations. Bob was also the Director of the Labor Management Relations program at Ottawa University, Phoenix where he also served as Ombudsman for all student, faculty and staff complaints which often involved conducting internal investigations. Bob has several published articles to his credit in addition to his arbitration awards and has also been recognized in Who’s Who Among America’s Teachers.

Additionally, Bob served on several boards, commissions, and panels where he participated in resolving or adjudicating all manner of workplace issues in a variety of industries. In all these capacities as well as being both mediator and arbitrator Bob often reviewed investigations to determine if they had been properly performed and had merit.

Additionally, he has qualified as an MD-110 investigator for Title VII and other discrimination related charges as well as being a “Lifetime Certificate Holder” of the Association of Workplace Investigators. Moreover, Bob earned a Master of Jurisprudence in Labor and Employment Law from Tulane University's School of Law.

Bob continues to serve the labor management community as well as other groups as an Arbitrator, Mediator, Facilitator, Investigator, Trainer and Educator. Further details about Bob’s unique qualifications can be found on his LinkedIn profile at Linkedin.com/in/boberstein.