Off The Clock, On The Hook: Liability For Employees Off-The-Job Acts During A Pandemic

Nationally-recognized employment attorney Bob Gregg will reveal the danger areas. You will learn what policies and practices to implement to protect your company and yourself.

What You'll Learn

  • What developing COVID-19 issues, such as vaccinations and requests for permanent remote work, do you need to address?
  • What is "off the clock" for wage and hours and FMLA purposes?
  • Why can customers or the public sue the organization and the HR Director personally for employees’ non-paid-time acts?
  • Are you liable for what a worker did on vacation?
  • Why can a minor sue an organization for the off-work sexual misconduct of an ex-employee?
  • Can an after-work happy hour be a liability?
  • Can an employer fire workers for “private” activities off the job, such as blogs, chat rooms, and social activities?
Skip to product information
1 of 1
On-Demand
Option
Regular price $224.00
Regular price Sale price $224.00
Sale Unavailable
View full details
INFORMATION
Training Overview

Reduce liability for employee mistakes outside of work. Discover how COVID-19 has increased the risks.

Recent events at the United States Capitol have made it more important than ever for employers to know their legal rights when it comes to firing employees for acts done outside of the job. Additionally, COVID-19 has increased the risks organizations face for employee actions outside of work. Working from home blurs or eliminates the “off” or “on” in the job distinction and magnifies liabilities for employee behaviors, security, and safety.

You need to understand and define the lines between employee privacy, employer responsibility, and liability to the public. It is essential to have policies and practices to protect your company and yourself

  • What developing COVID-19 issues, such as vaccinations and requests for permanent remote work, do you need to address?
  • What is "off the clock" for wage and hours and FMLA purposes?
  • Why can customers or the public sue the organization and the HR Director personally for employees’ non-paid-time acts?
  • Are you liable for what a worker did on vacation?
  • Why can a minor sue an organization for the off-work sexual misconduct of an ex-employee?
  • Can an after-work happy hour be a liability?
  • Can employers fire workers for “private” activities off the job, such as blogs, chat rooms, and social activities?
Recommended Audience
Who Should Attend?
  • Human resources professionals
  • Business owners
  • Plant managers
  • Operations managers
  • Safety managers
  • Employee relations
  • Location managers
  • Division supervisors
  • Supervisors
  • Chief executives
  • Executive directors
  • Senior management
  • Managers
  • Development staff
  • Program directors
APPROVAL AND VALIDITY
Credits
  • This program has been approved for 1.5 general recertification credit hours toward PHR, SPHR, and GPHR recertification through the HR Certification Institute.
  • This program is valid for 1.5 PDCs for the SHRM-CP or SHRM-SCP.
What's included
Training includes
  • 1.5 HRCI, 1.5 SHRM
  • Certificate of Attendance
  • All resources and training materials
About

Expert Presenter

Bob Gregg
  • Employment attorney
  • Chair of the employment practice group of Boardman & Clark in Madison, Wisconsin
  • Litigates employment cases, representing employers in all areas of employment law
  • 30 years of experience in employment relations
  • Conducted more than 3,000 seminars