EMPLOYMENT LAW BACK TO BASICS WEBINAR SERIES

1. EMPLOYMENT LAW BACK TO BASICS WEBINAR SERIES Program 2 – Enforcing Social Media and Computer Usage Policies Friday, April 26, 2013 12:00 (Noon) – 1:00 p.m. (Central) Other Program Dates / Topics to be Selected by Webinar Participants Friday, June 28, 2013 / 12:00 (Noon) – 1:00 p.m. (Central) Friday, August 30, 2013 / 12:00 (Noon) – 1:00 p.m. (Central) Friday, October 25, 2013 / 12:00 (Noon) – 1:00 p.m. (Central) Friday, December 20, 2013 / 12:00 (Noon) – 1:00 p.m. (Central)

2. ENFORCING SOCIAL MEDIA AND COMPUTER USAGE POLICIES Haley R. Van Loon BrownWinick 666 Grand Avenue, Suite 2000 Des Moines, IA 50309-2510 Telephone: 515-248-6625 Facsimile: 515-248-6626 E-mail: vanloon@brownwinick.com

3. With advent of social media many employers looking for ways to capitalize on advantages inherent in these new ways of communicating with customers, vendors and employees

4. Social Media Pitfalls • Proprietary/confidential information • Identity protection • Cyber-bullying/harassment • Deceptive trade practices

5. “Best Practice Policies” v. National Labor Relations Board (NLRB)

6. NLRB Federal agency responsible for safeguarding rights of employees to organize and to prevent and remedy unfair labor practices

7. Protected Concerted Activity The right to engage in concerted activities for the purpose of collective bargaining or other mutual aid or protection

8. Two Contexts of NLRB Review • Overbroad employer policies • Unlawful discharge or discipline

9. NLRB Analysis of Employer Policies • Explicitly restrict protected activities; or

10. NLRB Analysis of Employer Policies 2. a. Would employee reasonably construe policy to prohibit protected activity, or

11. NLRB Analysis of Employer Policies 2. b. Was rule enacted in response to union activity, or

12. NLRB Analysis of Employer Policies 2. c. Has rule been applied to restrict protected activity

13. Rules that are ambiguous as to their application to Section 7 activity, and contain no limiting language or context that would clarify to employees that the rule does not restrict Section 7 rights, are unlawful.

14. In contrast, rules that clarify and restrict their scope by including examples of clearly illegal or unprotected conduct, such that they would not reasonably be construed to cover protected activity, are not unlawful.

15. OK? Not OK? Use technology appropriately If you enjoy blogging or using online social networking sites such as Facebook and YouTube, (otherwise known as Consumer Generated Media, or CGM) please note that there are guidelines to follow if you plan to mention [Employer] or your employment with [Employer] in these online vehicles. . . Don’t release confidential guest, team member or company information. . .

16. OK? Not OK? Communicating confidential information You also need to protect confidential information when you communicate it. Here are some examples of rules that you need to follow: • Make sure someone needs to know. You should never share confidential information with another team member unless they have a need to know the information to do their job. If you need to share confidential information with someone outside the company, confirm there is proper authorization to do so. If you are unsure, talk to your supervisor.

17. OK? Not OK? (cont.) • Develop a healthy suspicion. Don’t let anyone trick you into disclosing confidential information. Be suspicious if asked to ignore identification procedures. • Watch what you say. Don’t have conversations regarding confidential information in the Breakroom or in any other open area. Never discuss confidential information at home or in public areas.

18. OK? Not OK? (cont.) Unauthorized access to confidential information: If you believe there may have been unauthorized access to confidential information or that confidential information may have been misused, it is your responsibility to report that information. . . . We’re serious about the appropriate use, storage and communication of confidential information. A violation of [Employer] policies regarding confidential information will result in corrective action, up to and including termination. You also may be subject to legal action, including criminal prosecution. The company also reserves the right to take any other action it believes is appropriate.

19. OK? Not OK? Treat Everyone with Respect Offensive, demeaning, abusive or inappropriate remarks are as out of place online as they are offline, even if they are unintentional. We expect you to abide by the same standards of behavior both in the workplace and in your social media communications. Other [Employer] Policies that Apply Think carefully about ‘friending’ co-workers . . . on external social media sites. Communications with co-workers on such sites that would be inappropriate in the workplace are also inappropriate online, and what you say in your personal social media channels could become a concern in the workplace.

20. OK? Not OK? (cont.) [Employer], like other employers, is making internal social media tools available to share workplace information within [Employer]. All employees and representatives who use these social media tools must also adhere to the following: • Report any unusual or inappropriate internal social media activity to the system administrator. [Employer’s] Social Media Policy will be administered in compliance with applicable laws and regulations (including Section 7 of the National Labor Relations Act).

21. OK? Not OK? You are encouraged to resolve concerns about work by speaking with co-workers, supervisors, or managers. [Employer] believes that individuals are more likely to resolve concerns about work by speaking directly with co-workers, supervisors or other management-level personnel than by posting complaints on the Internet. [Employer] encourages employees and other contingent resources to consider using available internal resources, rather than social media or other online forums, to resolve these types of concerns.

22. OK? Not OK? Employees should avoid harming the image and integrity of the company and any harassment, bullying, discrimination, or retaliation that would not be permissible in the workplace is not permissible between co-workers online, even if it is done after hours, from home and on home computers.

23. OK? Not OK? No unauthorized postings: Users may not post anything on the Internet in the name of [Employer] or in a manner that could reasonably be attributed to [Employer] without prior written authorization from the President or the President’s designated agent.

24. So what can my policy include?

25. NLRB Analysis of Discipline • Was employee acting with or on the authority of other employees?

26. NLRB Analysis of Discipline • Was employee making statements that clearly implicated working conditions?

27. NLRB Analysis of Discipline • Was employee protesting supervisory action?

28. Employer Defenses • Employee would have been discharged even if not engaged in protected activity

29. Employer Defenses • Employee activity so “opprobrious” as to render employee “unfit for further service”

30. Employer Defenses • Employee was so disloyal as to lose protections under law

31. Before you discipline, consider: • Is employee activity related to terms and conditions of employment?

32. Before you discipline, consider: • Were co-workers involved or did they comment on the post?

33. Before you discipline, consider: • Was the activity related to prior discussions with co-workers?

34. Before you discipline, consider: • Has the issue (or will it) been discussed with management?

35. Computer Fraud & Abuse Act (CFAA) 18 USC § 1030

36. Prohibits accessing a “protected computer” in interstate or foreign commerce “without authorization” and obtaining information, or damaging data/equipment

37. Violation is a criminal act, punishable by fines / imprisonment

38. Courts have reluctantly enforced, focusing on “without authorization” requirement in CFAA

39. Recommendations . . . • Clearly delineate restriction: Avoid broad bans on “unauthorized use” or “competitive purposes”

40. Recommendations . . . • Report and reinforce prohibition • Training • Security reminders • Logon prompts

41. Recommendations . . . • Caution against undercutting policy through statements or condoning violations

42. Recommendations . . . • Include personal devices used / approved for business use

43. Recommendations . . . • Articulate that authorization ends upon termination or accepting competitive employment

44. Restrictive Covenants and LinkedIn

45. Restrictive Covenants • Non-competition • Non-solicitation

46. “Direct or indirect”

47. Public nature of LinkedIn-type social media may undercut argument that employee’s business contacts are a proprietary resource

48. Consider . . . • Limiting use of LinkedIn with clients / vendors • Requiring employees to “disconnect” upon termination

49. QUESTIONS?

50. Website: www.brownwinick.com Toll Free Phone Number: 1-888-282-3515 OFFICE LOCATIONS: 666 Grand Avenue, Suite 2000 Des Moines, Iowa 50309-2510 Telephone: (515) 242-2400 Facsimile: (515) 283-0231 616 Franklin Place Pella, Iowa 50219 Telephone: (641) 628-4513 Facsimile: (641) 628-8494 DISCLAIMER: No oral or written statement made by BrownWinick attorneys should be interpreted by the recipient as suggesting a need to obtain legal counsel from BrownWinick or any other firm, nor as suggesting a need to take legal action. Do not attempt to solve individual problems upon the basis of general information provided by any BrownWinick attorney, as slight changes in fact situations may cause a material change in legal result.