How Is Social Media Impacting How Employers Discipline Employees?

01:00 PM ET | 10:00 AM PT | 12:00 PM CT Duration 90 Minutes

This activity has been approved for 1.5 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI). Please make note of the activity ID number on your recertification application form. For more information about certification or recertification, please visit the HR Certification Institute website at

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

Must learn how to navigate the social media environment


Social Media usage has skyrocketed in the last decade. Employees have used social media for fun, communicating with friends, colleagues, job searched ad many other reasons. Employers have a challenge with employees using social media for personal use on company time and allowing employees to use social media in the workplace for business only use. Since the National Labor Relations Board (NLRB) regulations on prohibiting Employers from restricting employees from discussing their work conditions, treatment by their supervisors, discussing their pay and other workplace issues. Employers are more than ever, trying to muzzle employees. Social Media Discipline

The term "concerted activity" is the protection offered by the NLRB to employees who speak to coworkers about their work conditions including speaking negatively about the company and supervisors. Before "concerted activity" protection, Employers had free reign to discipline employees who shared information with coworkers about certain work conditions. Moreover, Employers were known to terminate employees who shared their salary with other employees. Those days are over! Many well-known companies have suffered fines and penalties for disciplining employees who spoke negatively about the company or supervisors. Are Employers now being held hostage when employees use social media to complain about their company?

Why Should you Attend:

Employers, Leadership, Managers and HR Professionals must learn how to navigate the social media environment and develop policies that can withstand the "concerted activity" regulations and still be prudent about employee discipline. Employers are at risk of fines, penalties, litigation and rehiring employees they terminate if they do not have the risk strategy needed to prepare for these situations. Learn how to prepare for social media communications by creating policies and guidelines. Additionally, create discipline policies, guidelines and performance processes that will sustain discipline decisions made as well as communicate expectations to employees.

Areas Covered

•          Learn the history of the NLRB regulations and how they impact decisions in the workplace
•          How long has "concerted activity" plagued employers? It is not new at all!
•          Learn the best way to discipline employees and withstand the social media regulations
•          Are managers protected by "concerted activity"?
•          What are the dos and don’ts of disciplining employees?
•          What training should managers have to prepare for past, present and future regulations?
•          How does "Vicarious Liability" impact managers who discipline or don’t discipline employees?
•          Learn which large well-known companies have been fined for disciplining employees based on social media              usage?
•          Learn the best way to terminate employees effectively
•          Create the most effective social media policies that will protect employers from social media restrictions
•          Learn what policies need to be included in employee handbooks
•          Learn the most effective way managers can be your ambassadors instead of your largest risk!

Who will Benefit

•          All Employers
•          Business Owners
•          Company Leadership
•          Small business owners
•          Managers/Supervisors
•          Compliance professionals
•          HR professionals

Industries who can attend

This 90 minute online course is intended for professionals in the all Industry.

Speaker Profile

Margie Faulk PHR, SHRM-CP

Margie Faulk, PHR, SHRM-CP
Compliance Solutions, LLC
Compliance Officer

This year, Margie was selected by Alan Collins, former Vice President of Human Resources at PepsiCo, a renowned author of 9 books on HR Prosperity & Success, and founder of “Success in HR”, to be part of his Mastermind Your Way to Success in HR, “Expert Interview Series” based on her successful Webinars/Seminars on HR Compliance.”

Margie’s unique speaker style offers free tools for all attendees! 

Margie Faulk, a senior level human resources professional with over 14 years of HR management and compliance experience. A current Compliance Officer for HR Compliance Solutions, Margie has worked as an HR and Compliance advisor for major corporations and small businesses in the small, large, private, public and Non-profit sectors.  This includes Federal Contracting in the defense, military, anti-Terrorism and Apache Helicopter Training Simulations with Federal Acquisition Regulations (FAR), Federal Sentencing Guidelines (FSG) and Office of Federal Contract Compliance Program (OFCCP). Margie is bilingual (Spanish) fluent and Bi-cultural.

Margie’s focus has expanded to Global Workplace Compliance in International, multi-state, multi-National, state and local workplace compliance which includes workplace compliance in other countries like the UK, Canada, France, Brazil, China, Africa, Mexico and India, just to name a few. Margie has created and presented seminars/webinars for many compliance institutes. These national training providers, offer compliance training to HR professionals, business owners and companies interested in having their company compliant with workplace and industry regulations.  
Margie holds professional human resources certification (PHR) from the HR Certification Institution (HRCI) and SHRM-CP certification from Society for Human Resources

Back to Top