Legal Social Media at Work: Employee Version is a 20-minute online course that trains employees on the legal risks and professional responsibilities associated with social media use in the workplace, including confidentiality, defamation, copyright, and employer social media policies. It is designed for all employees in organizations with social media policies or digital communication guidelines and includes a downloadable certificate of completion.
Social media use by employees creates real legal and reputational risk for employers. A single inappropriate post can trigger defamation claims, violate confidentiality agreements, expose trade secrets, or damage the organization's brand and customer relationships. The Equal Employment Opportunity Commission and the National Labor Relations Board have both issued guidance on how social media intersects with employment law, and courts increasingly admit social media content as evidence in employment litigation. Employers who fail to train their workforce on responsible social media use face exposure to lawsuits, regulatory action, and reputational harm.
This course trains your employees to understand the legal boundaries and professional expectations around social media use during and outside of work hours. Your team will learn how social media posts create permanent records that can affect both the organization and the individual employee, what types of content cross legal or policy boundaries, and how to use social media responsibly without exposing themselves or the organization to risk. The course covers practical scenarios that illustrate common mistakes and their consequences.
While no single federal law governs employee social media use comprehensively, several legal frameworks apply. The National Labor Relations Act (NLRA) protects employees' rights to engage in concerted activity, which may include certain social media discussions about working conditions, even for non-union employees. The NLRB has issued multiple decisions and guidance documents clarifying which types of social media policies and employer actions are lawful. Separately, employer social media policies must comply with Title VII of the Civil Rights Act (prohibiting discrimination in monitoring and enforcement), state privacy laws that vary by jurisdiction, and applicable trade secret and confidentiality laws. Courts routinely admit social media evidence in employment lawsuits, and the EEOC has acknowledged that social media content can be relevant to discrimination claims. Employers who lack clear social media policies and training may face greater liability in employment disputes. While there is no specific OSHA standard involved, the business risk of untrained employees on social media is well documented.
| Team Size | Price per Person |
|---|---|
| 1 - 9 | $24.95 |
| 10 - 24 | $19.95 |
| 25 - 49 | $17.95 |
| 50 - 99 | $17.50 |
Certificate of completion included. Downloadable upon passing the final assessment.