Regulating Employee Conduct On & Off the Job: Where to Draw the Line

Social media ...  texting .... tattoos ... office romance ... smoking ... bullying ... clothing .... alcohol use ... drug abuse.

Technology and legal changes have made it more difficult to regulate employee conduct. And the lines have blurred between what’s considered on-the-job versus off-the-job conduct.

As a result, employers are confused about where – and when – they can put their foot down. That's why we've developed this helpful and entertaining session, Regulating Employee Conduct On and Off the Job: Where to Draw the Line.

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Regulating Employee Conduct On & Off the Job will help you learn exactly what you CAN and CAN'T do to regulate employees' conduct – and how to satisfy the often-conflicting demands of the law.

You'll learn practical, concrete answers to questions such as:

  • When can you legally monitor employees' email and social media posts – both at work and at home?
  • When MUST you monitor an employee's Internet use?
  • Can you refuse to hire people who smoke?
  • Can you tell employees to cover up tattoos or piercings?
  • Can long hair on a man be considered "religious expression"?
  • Can you prevent employees from talking about their pay or benefits?
  • When do dress and grooming restrictions go too far? (Use our sample policy.)
  • How can you navigate the confusing mix of state and federal marijuana usage laws? (We give you a sample company policy.)
  • What are the legal dangers of employee smartphone use – at work and at home – and how can you minimize the risk? (Again, you get a sample policy.)
  • How can you craft a legally safe Bring Your Own Device policy? (Use our sample.)
  • How much monitoring of employees' Internet usage is legal (and wise)?
  • How can you legally and practically draw the line on other time wasters?
  • What type of political speech must you tolerate inside and outside the office?
  • Does a boss's favoritism toward an employee he's dating count as sex discrimination? You may be surprised. (See our model fraternization policy.)

Remember, you ARE the boss of your employees. So it's important to know your rights when it comes to managing and regulating their behavior – both in and out of the workplace. Get your copy of Regulating Employee Conduct On & Off the Job now!



Pat DiDomenico, Editorial Director
HR Specialist

P.S. Your satisfaction is unconditionally guaranteed. If Regulating Employee Conduct On & Off the Job fails to meet your needs, we will refund every penny you paid – no hassles, no questions asked.

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Regulating Employee Conduct On & Off the Job

About Your Speaker:

Andrew MetcalfAndrew Metcalf is an employment law attorney in the St. Louis office of Ogletree Deakins, an international labor and employment firm. He represents businesses and public organizations in all aspects of employment law – including both litigation and HR counseling – on issues such as discrimination, harassment, retaliation, and the FMLA and FLSA. He is a popular speaker to business groups on workplace best practices, and this "Regulating Conduct" webinar has been one of the most popular sessions at Ogletree Deakins' national employment law conference.

HRCIThe use of this seal confirms that this activity has met HR Certification Institute’s® (HRCI®) criteria for recertification credit pre-approval.

SHRMBusiness Management Daily is recognized by SHRM to offer Professional Development Credits (PDCs) for SHRM-CP or SHRM-SCP.

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