What You'll Learn
- What are the leading technologies for monitoring employees?
- What are the purposes of employee monitoring?
- What policies should you have in place to regulate and monitor activities?
- Do teleworking employees have privacy rights?
- What legal issues does employee monitoring raise?
- Should you require remote employees to sign agreements?
- Can you present monitoring to employees as a win-win scenario?
Training Overview
Who’s watching your remote employees? Learn what remote employee monitoring is allowed.
Darcy spends a couple of hours of each workday selling personalized cut steel pencil cups on Etsy. Julien shows up for team meetings wearing pajamas. Irma sends emails to her clients complaining she is worried about contracting COVID-19. Thomas sells corporate secrets to competitors.
Darcy, Julien, Irma, and Thomas may be like people in your organization—individuals working remotely, undertaking inappropriate activities, and harming their employer. To prevent these behaviors, you need to understand when you may legally monitor employees, how to do it, and what to communicate to your team.
- What are the leading technologies for monitoring employees?
- What are the purposes of employee monitoring?
- What policies should you have in place to regulate and monitor activities?
- Do teleworking employees have privacy rights?
- What legal issues does employee monitoring raise?
- Should you require remote employees to sign agreements?
- Can you present monitoring to employees as a win-win scenario?
Who Should Attend?
- In-house counsel
- Human resources professionals
- Information technology staff
- Management
- Front line supervisors
- Security personnel
Expert Presenter
Dr. Jim Castagnera
- Currently devotes his full time to writing, teaching, and training
- Chief consultant for Holland Media Services, LLC, a freelance writing, training, and communications company
- Founding member of LMC Conflict Training & Conciliation, Inc.
- Shareholder and officer of the International Cyber, Privacy & Compliance Risk Institute
- Practiced law for 36 years
- 10 years as a labor, employment, and intellectual-property attorney with Saul Ewing Arnstein & Lehr
- 3 years as general counsel for Wharton Econometric Forecasting Associates
- 23 years as the associate provost and legal counsel for academic affairs at Rider University
- MA in Journalism from Kent State University
- JD and PhD from Case Western Reserve University
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.
HRWebAdvisor Quality Commitment
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