Learn how to properly handle the difficult issue of disciplining employees for conduct outside of the workplace.
With the rise of social media, employee conduct outside of work is more visible than ever. As several high-profile examples have shown, employee conduct can be traced back to and negatively affect employers, whether or not the employee was actively representing his employer. But can you discipline or terminate employees for statements made on Twitter® or for engaging in inappropriate conduct during their time off?
Agenda
Faculty
Gregory P. Abrams
Tucker Ellis LLP
- Partner at Tucker Ellis LLP
- Represents and counsels employers in all facets of labor and employment law
- Has supported multiple national employers in developing and revising employment policies for compliance in all states in which they operate
- Experienced litigator who regularly defends companies in state and federal courts as well as in front of administrative agencies throughout the country in all types of employment litigation, including class actions and collective actions, wage and hour matters, discrimination claims, noncompetition claims, trade secrets misappropriation, and other similar claims
- Regularly presents at CLEs and other speaking engagements regarding all facets of the employment relationship
- Has written and published extensively on employment and privacy-related issues and has been quoted and interviewed by multiple national media outlets on these topics
- Admitted to practice law in Illinois
- Graduate, University of Chicago Law School and University of Pennsylvania
- Can be contacted at [email protected] or 312-256-9444
Sara L. Lewenstein
Faegre Drinker Biddle & Reath LLP
- Associate at the Minneapolis office of Faegre Drinker Biddle & Reath LLP
- Navigates clients’ labor and employment challenges, with a focus on employment litigation cases
- Defends clients against claims arising under Title IX; federal and state claims of discrimination on the basis of disability, age, race, gender, religion, and national origin; claims of retaliation under state and federal anti-discrimination and whistleblower statutes; class and collective actions arising under the Fair Labor Standards Act (FLSA); and claims regarding trade secret and noncompetition violations
- J.D. degree, magna cum laude, University of Minnesota Law School; B.A. degree in political science and Jewish studies, magna cum laude, Wellesley College
- Can be contacted at 612-766-7709 or [email protected]
Amanda Semaan
Faegre Drinker Biddle & Reath LLP
- Associate at the Los Angeles office of Faegre Drinker Biddle & Reath LLP
- Litigator who has a wide range of experience helping corporate clients resolve complex disputes
- She primarily represents employers defending wage and hour, discrimination and other California employment law claims; she also represents manufacturers of pharmaceuticals, medical devices, food products and other consumer products in product liability disputes, and has experience in multiple aspects of Proposition 65, including compliance, responding to notices of intent to sue, litigation, and settlement
- J.D. degree, UCLA School of Law; B.A. degree in communication studies, summa cum laude, UCLA
- Can be contacted at 310-500-2129 or [email protected]
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