The mobile workforce isn’t going away; in fact, it’s growing. That means employees often are working from home or using their own cell phones and devices for much of their work. For most organizations, it’s now more the norm for employers to allow and even expect their workers to use their own devices. So how can employers ensure the safety and confidentiality of sensitive company information and data? With the mobile workforce, employers definitely face some challenges on this topic.
Most employers have—or know they need to have—a social media policy as well as a “bring your own device” policy (BYOD policy), especially when it comes to protecting data and trade secrets. In addition to a policy, employers need to communicate to their employees that they can and will be monitoring electronic technology usage. Without clear communication and policies, you could wind up in court facing invasion-of-privacy charges, especially if you have to discipline an employee for a leak or improper sharing of sensitive information.
In addition, employers should establish a data breach policy to protect sensitive information and data. Employees should have guidance on what to do if a breach occurs, and there should also be an explanation of how the organization will respond in case of a data breach.
Join us at our webinar on April 18 for a deep dive into the world of BYOD and electronic monitoring to learn the ins and outs of keeping it legal while still protecting your organization’s sensitive information.
You’ll learn how to:
- Recognize how trends and statistics in workplace mobility may impact your own organization
- Consider the potential issues and challenges workplace mobility could present for your organization
- Identify and implement BYOD policies and practices that protect your information while addressing employee privacy concerns
- Spot potential threats to confidential information, trade secrets, and client relationships as a result of employees’ use of personal electronic devices for work
- Understand liability pitfalls, including the Stored Communications Act and state social media privacy laws
- Implement the four basic elements of an electronic use policy
- Adopt best practices for encryption, training, and access management
- Establish a data breach policy to protect your company
- And much more!
Plus, you’ll get an article outlining best practices for electronic use and data breach policies!
YOUR EXPERT INSTRUCTORS
James P. Reidy, Esq.
James P. Reidy is the Chair of the Labor and Employment Group at Sheehan Phinney Bass & Green. Mr. Reidy practices in the areas of management side labor and employment law with an emphasis on assisting employers in effectively avoiding, or defending against, employment disputes. He represents organizations ranging from multi-national corporations, to closely-held, family-owned businesses, to not-for-profit entities and public sector employers. Since joining the firm in 1989, Mr. Reidy has extensive experience handling matters before the New Hampshire Department of Labor, the New Hampshire Commission for Human Rights, the U.S. Equal Employment Opportunity Commission and the U.S. Department of Labor. He regularly writes articles and presents seminars on a wide range of employment law topics. He has been a workplace law resource for several media outlets including CNN, The Washington Post, The Wall Street Journal, Bloomberg, Inc. Magazine, NPR, as well as regional and local media outlets. Most recently, he was asked to present again this year at the Society for Human Resources (SHRM) Annual Legal and Legislative Conference in Washington, D.C., as well as their national convention in Las Vegas, Nevada. Mr. Reidy has been recognized by Best Lawyers, Super Lawyers and Chambers USA for his work as a management-side labor and employment lawyer.
James P. Harris, Esq.
James P. Harris has been a member of Sheehan Phinney since 2002, and represents clients across a wide variety of industries in civil litigation. His work includes the representation of both plaintiffs and defendants in complex litigation matters including general commercial disputes; trade secret, noncompetition and restrictive covenant litigation; employment cases; and construction actions. In his time with the firm, Mr. Harris has represented businesses and individuals engaged in various aspects of the construction trade, media companies defending defamation claims, product manufacturers facing warranty claims, technology developers in business-to-business disputes and noncompetition litigation, victims of professional negligence, and many other types of businesses. He provides general advice to locum tenens staffing companies and a multiple listing service. Mr. Harris has significant experience in records and data management policies and the management of electronically stored information and counsels companies on cyber liability insurance policies, data breach notifications and data breach liability. He has drafted records management policies implemented by a variety of businesses. He has lectured and presented on all aspects of document retention and destruction policies, with particular emphasis on their application to litigation. He has also cultivated skill in the electronic discovery practices and data mining techniques that impact all litigation matters. Mr. Harris also serves as Associate General Counsel to the firm.
This program has been pre-approved for 1.5 hours of general recertification credit toward PHR and SPHR recertification. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.
Business & Legal Resources (BLR) is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CP or SHRM-SCP. This program is valid for 1.5 PDCs for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit the SHRM Certification website at www.shrm.org/certification.