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Live Webinar

90-minute live streaming program
  • October 26
  • 1:00 - 2:30 pm EST

Also available as:

OnDemand Course

Crafting a Policy for Employee Personal Property in the Workplace

October 26

Gain an understanding of workplace privacy and how to act prudently, while also complying with applicable federal, state and local law.

Safety and security in the workplace, both physical and virtual, was a significant concern for U.S. employers even before the COVID-19 pandemic. However, as workplaces become increasingly decentralized due to the rise in remote work, it is important for employers to understand their rights with respect to workplace searches and employee privacy. It is also important for employers to understand the type of exposure that they can face while employees are working remotely, while making use of company-provided equipment. This topic will assist employers with understanding all aspects of privacy in the workplace as it pertains to employee personal property, and underscore why employers should develop policies relating to employee personal property in the workplace - wherever that may be. The information will address hot topics such as harassment, and terminations in the new remote work era, as well as laws relating to reimbursement of employee expenses, weapons and firearms in the workplace, alcohol and drug possession, service animals, personal safety issues, electronic privacy, while generally debunking myths regarding employees’ expectation of privacy in the workplace. This material is critical for employers that wish to understand workplace privacy and how to act prudently, while also complying with applicable federal, state and local law. Beyond discussing how to craft policies to protect employers, the topic will discuss trends in personal property policies.

Learning Objectives

  • You will be able to define personal property policies.
  • You will be able to discuss privacy concerns.
  • You will be able to recognize the trends in personal property policies.
  • You will be able to explain how to coordinate personal property policies with other workplace policies.

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Why Lorman?

Over 33 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

Introduction
  • What Are Personal Property Policies?
  • Employee Property vs. Employer Property
Personal Property Policies
  • Why Employers Should Develop Personal Property Policies
    • Weapons on or Near Company Property
    • Sexually Suggestive Items
    • Offensive Personal Items
    • Alcohol and Drug Possession
    • Workplace Violence and Other Personal Safety Issues
    • Mobile Devices at Work
    • Use of Service Animals
    • Potential Liability for Employers Who Fail to Act
  • What Should Be Included in the Policies
  • How Many Different Policies Should Be Drafted
Privacy Concerns
  • Differing Standards and Privacy Rights From State to State
  • Debunking Employees' Expectation of Privacy in the Workplace
    • Electronic Searches
Trends in Personal Property Policies
  • COVID-19 and Remote Work
    • Work From Home Expense Reimbursement
    • Virtual Workplace Harassment and Discrimination
    • Employee Terminations
  • Service Animals
Coordinating Personal Property Policies With Other Workplace Policies
  • Visitors in the Workplace
  • Solicitation and Distribution in the Workplace
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Why Lorman?

Over 33 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

OnDemand Course

This course was last revised on October 26, 2012.

Call 1-866-352-9540 for further credit information.

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

Live Webinar Registration

  • AL CLE 1.5
     
  • This course or a portion thereof has been approved by the Alabama State Mandatory Continuing Legal Education Commission for a maximum of 1.5 hours credit.
     
  • AR CLE 1.5
     
  • This course has been approved for 1.5 hours of CLE by the Arkansas CLE Board.
     
  • Arizona CLE 1.5
     
  • The State Bar of Arizona does not approve or accredit CLE activities for the Mandatory Continuing Legal Education requirement. This activity may qualify for up to 1.5 hours toward your annual CLE requirement for the State Bar of Arizona.
     
  • CA MCLE 1.5
     
  • Lorman Business Center, LLC. is a State Bar of California approved MCLE sponsor and this course qualifies for 1.5 CLE hours of participatory credit.
     
  • CT CLE 1.5
     
  • Neither the Connecticut Judicial Branch nor the Commission on Minimum Continuing Legal Education approve or accredit CLE providers or activities. This course has been approved for CLE credit in jurisdictions aside from CT and therefore it automatically meets the content and delivery requirements in Connecticut. Credit is based on a 60 minute credit hour and shall be awarded as follows: 1.5 CLE credit(s).
     
  • HI CLE 1.5
     
  • This program was approved by the Hawaii State Board of Continuing Legal Education for 1.5 CLE credit hours.
     
  • IL CLE 1.5
     
  • This course was approved for a total of 1.5 hours of MCLE Credit by the Illinois MCLE Board.
     
  • ME CLE 1.5
     
  • This course has been approved by the State of Maine Board of Overseers of the Bar. Lawyers who complete this course shall receive 1.5 hours of CLE credit under M. Bar R. 12.
     
  • NH MCLE 1.5
     
  • NH MCLE does not approve or accredit CLE activities for the NH Minimum CLE requirement. Lorman Education Services believes this course meets the requirement of NH Supreme Court Rule 53 and may qualify for CLE credit(s). Program Length: 90 Minutes.
     
  • NJ CLE 1.8
     
  • This program has been approved by the Board on Continuing Legal Education of the Supreme Court of New Jersey for 1.8 hours of total CLE credit.
     
  • NV CLE 1.5
     
  • This program has been approved by the Nevada Board of Continuing Legal Education for 1.5 CLE hours.
     
  • PA CLE 1.5
     
  • This Distance Learning program has been approved by the Pennsylvania Continuing Legal Education Board for 1.5 hours of substantive law, practice and procedure CLE credit.
     
  • RI CLE 1.5
     
  • This program has been approved by the Rhode Island Mandatory Continuing Legal Education Commission for 1.5 hours of CLE credit.
     
  • VT CLE 1.5
     
  • This program has been approved by the Mandatory Continuing Legal Education Board of Vermont for 1.5 hours of CLE credit.
     
  • WA CLE 1.5
     
  • This program has been approved by the Washington State Board of Continuing Legal Education for 1.5 hours of Law & Legal Procedure credit.
     
  • WI CLE 1.5
     
  • This program has been approved by the Board of Bar Examiners for 1.5 hours for use toward the Wisconsin Mandatory CLE requirement.
     
  • WV MCLE 1.8
     
  • This program has been approved by the West Virginia State Bar MCLE Commission for 1.8 MCLE hours.
     
  • HR Certification Institute 1.5
     
  • This program has been approved for 1.5 (General) recertification credit hours toward aPHR(TM), aPHRi(TM), PHR®, PHRca®, SPHR®, GPHR®, PHRi(TM) and SPHRi(TM)recertification through HR Certification Institute® (HRCI®). For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.
     
  • SHRM 1.5
     
  • Lorman Education Services is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 1.5 PDC(s) for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit www.shrmcertification.org.
     

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

Who should attend?

This live webinar is designed for human resource managers, personnel managers, employee relations managers, presidents, vice presidents, business owners and managers, supervisors, payroll professionals, and attorneys.

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Why Lorman?

Over 33 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

Shira M. Blank

Shira M. Blank

Epstein Becker & Green, P.C.

  • Partner in the Employment, Labor & Workforce Management practice, in the New York office of Epstein Becker & Green, P.C.
  • Represents clients in employment-related litigation on a broad array of matters, including claims of discrimination, sexual harassment and hostile work environment, retaliation, wrongful termination, whistle-blowing, and wage and hour claims, among others, in state and federal courts and before various administrative agencies
  • Advises clients on all aspects of the employment relationship, avoidance of litigation, leave laws, employee discipline, separation and discharge, and harassment, internal investigations, and reductions in force
  • Represents employers in lawsuits alleging violations of all aspects of the Americans with Disabilities Act (ADA), including with respect to the accessibility of public accommodations and technology, the Family and Medical Leave Act (FMLA) and equivalent state and local laws
  • Before joining Epstein Becker & Green, P.C., served as an assistant corporation counsel in the Labor and Employment Law Division of the New York City Law Department, Office of the Corporation Counsel, where she handled all aspects of employment litigation, including conducting jury trials in both federal and state court on behalf of New York City agencies
  • J.D. degree, Benjamin N. Cardozo School of Law, Yeshiva University; B.A. degree, The George Washington University, Elliott School of International Affairs
  • Can be contacted at 212-351-4694 or [email protected]
Jeffrey M. Landes

Jeffrey M. Landes

Epstein Becker & Green, P.C.

  • Partner in the New York office of Epstein Becker & Green, P.C. in the Employment, Labor & Workforce Management practice, where he co-leads the retail service team
  • Experience includes counseling clients in a variety of industries including financial services, retail and communications; in all facets of employment law, including compliance with EEO laws and other statutes governing the workplace, independent contractor issues, executive terminations, restrictive covenants, drug testing, background checks, employee discipline and terminations, reorganizations, workplace investigations, leaves of absence, and development of handbooks and personnel policies and procedures
  • Practice also includes preparing employment, consulting and separation agreements, counseling multinational companies on unique labor and employment law issues, and conducting wage/hour and human resource audits
  • Regularly conducts workplace training sessions for employees and managers and human resources personnel concerning performance management, harassment, diversity, EEO issues, and wage/hour issues, including pay practices and exempt/nonexempt classification issues
  • Has represented employers in wage/hour audits before the U.S. Department of Labor and other federal and state administrative agencies
  • Past member of the Labor and Employment Committee of the Bar Association of the City of New York and currently a member of the Equal Employment Opportunity Committee of the New York State Bar Association's Labor and Employment Section
  • Can be contacted at 212-351-4601 or [email protected]
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Why Lorman?

Over 33 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.

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Product ID: 407839
Published 2012, 2020
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