And the workplace. These technologies create significant opportunities for employers, but they also create risks in terms of dealing with employee expectations and protecting your company secrets.

You need to be proactive in managing employees’ electronic resources and understanding how they communicate, both with one another and with the outside world. Employees have certain privacy rights, and numerous state and federal laws govern how electronic resources may be managed and monitored. Break any of those laws, and you’re on the fast track to an expensive lawsuit–not to mention a bunch of unhappy, distrustful employees.

Order this in-depth, 90-minute audio conference recording all about electronic privacy in the workplace. Our expert–an experienced labor and employment attorney–will discuss the importance of managing employees’ expectations of privacy in the workplace and explain the opportunities and risks associated with monitoring their electronic communications.

You and your colleagues will learn:

• The federal rules that govern your electronic monitoring practices
• How to evaluate an employee’s “reasonable expectation of privacy” regarding electronic communications in the workplace
• The limits of surveillance on employee communications
• When you may be able to discipline a worker for electronic communications transmitted during off-duty time
• What your electronic communications and technology use policies should say, and how to enforce them and keep them current in light of changing technologies
• Best practices for monitoring phone and e-mail usage and preventing misconduct
• What to do if you suspect a worker is stealing or sharing sensitive data via electronic devices
• The practical impact that recent legal developments have on the federal Stored Communications Act, which could apply to e-mails, text messages, and other forms of electronic communications

Justin Morello, Esq., is a labor and employment attorney with Littler Mendelson’s San Diego office. In addition to litigating in state and federal court on behalf of employers, Morello’s practice involves counseling employers to avoid litigation. Morello is a member of Littler’s Employee Privacy Group and Unfair Competition and Trade Secret Group.

Approved for Recertification Credit

This program has been approved for 1.5 recertification credit hours toward PHR and SPHR recertification through the Human Resource Certification Institute (HRCI). For more information about certification or recertification, please visit the HRCI homepage at www.hrci.org.

Questions? Speak with a customer service representative.