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Managing Change in the Mobile Workplace: BYOD Policies and Beyond

Create an effective social media and BYOD policy for your workplace. According to one study, nearly 90% of all U.S. employers rely upon their employees to use their own personal electronic devices for work. While there is a distinct advantage of allowing employees the freedom to have workplace mobility in terms of production and responsiveness to customers, there are also a number of challenges for companies in implementing and monitoring this. And, while most employers know they have (or need) both a social media policy as well as an electronic device policy (or BYOD), employers face difficult challenges with these policies both from an enforcement perspective as well as intense scrutiny by governmental agencies such as the National Labor Relations Board and the Department of Labor. Because workplace mobility and the BYOD is not going away, this topic will discuss the trends on the use of personal electronic devices for workplace mobility and potential issues facing employers, including potential loss of confidential, trade secret business information, non-competition and non-solicitation challenges, and how to handle a departing employee. This material will outline how to create effective social media and BYOD policies (and agreements) and how to enforce those policies without creating litigation or agency charges.
Runtime: 88 minutes
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Why Lorman?

Over 32 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.

Agenda

Overview of Presentation
Understanding the Mobile Workplace
  • Trends and Statistics on the Use of Electronic Devices Outside of the Four Corners of an Office Building
  • Why a Mobile Workplace Is a Necessary "Evil" for Employers
  • Why Employees Want a Mobile Workplace
Potential Legal Challenges With a Mobile Workplace
  • An Unintended (or Intended) Consequence of the Disclosure of Confidential Trade Secrets and Business Information
  • Who's Client Contact Is It? Non-Competition and Non-Solicitation Challenges Post-Employment
  • It's My Phone/Computer! You Can't Look!
Best Practices to Protect the Company BYOD Policy
  • Why Have a BYOD?
  • What Makes a BYOD Policy Good?
  • How to Enforce a BYOD and Saying Goodbye to an Employee
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Why Lorman?

Over 32 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.

Credits

MP3 Download

  • Arizona CLE 1.5
     
  • CA MCLE 1.5
     
  • CT CLE 1.5
     
  • HI CLE 1.5
     
  • IL CLE 1.5
     
  • ME CLE 1.5
     
  • MT CLE 1.5
     
  • NJ CLE 1.8
     
  • NV CLE 1.5
     
  • VT CLE 1.5
     
  • WA CLE 1.5
     
  • WV MCLE 1.8
     
The CLE Code is ONLY a requirement when applying for CLE Credit in California (for participatory credit), Kansas, New Jersey or New York. Other states do not need to supply the CLE Code to apply for CLE credit.

This program does NOT qualify, nor meet the National Standard for NASBA accreditation.

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Why Lorman?

Over 32 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.

Faculty

Tina A. Syring

Tina A. Syring

Cozen O'Connor

  • Member at Cozen O'Connor where she focuses her practice on labor and employment law
  • As a former human resources director and in-house counsel, she uses her experience to counsel employers on labor and employment issues with a business focus
  • Works with employers in addressing complex issues such as social media issues; executive terminations; allegations of harassment or discrimination; wage and hour strategies; whistleblower complaints; and long-term succession planning
  • Helps clients navigate through wage and hour audits by the Department of Labor and Affirmative Action program reviews by the Office of Federal Contract Compliance Programs
  • In addition to her labor and employment advice work, she regularly and successfully litigates on behalf of publicly traded and private employers throughout the nation
  • Litigation experience includes defending against federal and state discrimination, harassment and retaliation claims; she also regularly handles non-competition and usurpation of trade secrets and confidential business information matters
  • Also has extensive experience working with publicly traded and private companies on labor and employment matters associated with mergers or acquisitions; her work includes providing guidance in the due diligence process for the transaction as well as handling executive compensation issues, including drafting and negotiating executive employment and/or severance agreements
  • Regularly advises compensation committees concerning both executive and board compensation; she also works with public companies on preparing whistleblower policies and enforcement of the same in conformity with Sarbanes-Oxley and Dodd-Frank
  • J.D. degree, Hamline University School of Law; B.S. degree, Indiana State University
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Why Lorman?

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Product ID: 404799
Published 2019
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