Presentation on social media strategy and legal implications of social media use given by DeWayne Pope and Andrea Walker at Innovation Depot on 8-22-11.
Social media and the law presentation 8-22-11Andrea Walker
This presentation discusses best practices for social media strategy and compliance with social media law. It recommends developing a social media policy and terms of use, knowing the terms of third-party social media sites used, and protecting digital space. The presentation also covers applicable laws around defamation, promotions, consent, employee rights, disclosures, background checks and insurance. Contact information is provided for the presenters.
Companies should be aware of increasing social media litigation and laws regarding topics like intellectual property, privacy, HR issues, and regulatory compliance. A study found that over half of UK businesses do not consider social media's legal risks a priority. This indicates a knowledge gap, as over 68% of respondents had little understanding of applicable social media laws. Companies must understand issues around content ownership, electronic discovery, privacy policies, and how social media impacts areas like endorsements, harassment, and discrimination. Regulators are enforcing policies around areas such as advertising, healthcare, and financial services on social media. Firms may need to re-evaluate their social media strategies in light of these legal risks and compliance issues.
Chapter 8 and Chapters 6 & 7 (McHale)
The relationship between social commerce and e-commerce, the law of social advertising, and the children's online privacy protection act (COPPA)
Seven essential things supervisors need to know DeWayne Pope
The document discusses the benefits of exercise for mental health. Regular physical activity can help reduce anxiety and depression and improve mood and cognitive functioning. Exercise causes chemical changes in the brain that may help boost feelings of calmness, happiness and focus.
The document outlines a supervisor training that covers topics such as equal employment opportunity, leaves of absence, ethics, and privacy. It discusses discrimination and harassment, protected categories, reasonable accommodations under the ADA, retaliation, FMLA leave, and military leave. The training emphasizes the supervisor's responsibilities to prevent discrimination and harassment, promptly report any issues, and engage in an interactive process for accommodating disabilities.
This document provides guidance for supervisors on training and improving employee performance. It outlines factors that influence performance such as motivation, ability, and expectations. Tools for supervisors include communicating respect, setting SMART goals, providing feedback, training, and encouraging self-responsibility. Supervisors should establish clear measures, deliver information in a timely manner, and set positive expectations to motivate employees and improve performance.
This document discusses how to train employees to become effective supervisors. It recommends a 3 step process: 1) Ensure employees learn the technical aspects of the job, 2) Set clear expectations for transitioning into a supervisory role and teach human resources skills, 3) Follow through by modeling expected supervisory behaviors. The role of a supervisor is multidimensional, requiring skills in areas like assigning work, monitoring performance, coaching, and disciplining employees. Developing new supervisors also requires adjustments in their role, attitudes, and skills as they transition from being an individual contributor. Understanding different generations and what motivates them is also important for retention.
Social media and the law presentation 8-22-11Andrea Walker
This presentation discusses best practices for social media strategy and compliance with social media law. It recommends developing a social media policy and terms of use, knowing the terms of third-party social media sites used, and protecting digital space. The presentation also covers applicable laws around defamation, promotions, consent, employee rights, disclosures, background checks and insurance. Contact information is provided for the presenters.
Companies should be aware of increasing social media litigation and laws regarding topics like intellectual property, privacy, HR issues, and regulatory compliance. A study found that over half of UK businesses do not consider social media's legal risks a priority. This indicates a knowledge gap, as over 68% of respondents had little understanding of applicable social media laws. Companies must understand issues around content ownership, electronic discovery, privacy policies, and how social media impacts areas like endorsements, harassment, and discrimination. Regulators are enforcing policies around areas such as advertising, healthcare, and financial services on social media. Firms may need to re-evaluate their social media strategies in light of these legal risks and compliance issues.
Chapter 8 and Chapters 6 & 7 (McHale)
The relationship between social commerce and e-commerce, the law of social advertising, and the children's online privacy protection act (COPPA)
Seven essential things supervisors need to know DeWayne Pope
The document discusses the benefits of exercise for mental health. Regular physical activity can help reduce anxiety and depression and improve mood and cognitive functioning. Exercise causes chemical changes in the brain that may help boost feelings of calmness, happiness and focus.
The document outlines a supervisor training that covers topics such as equal employment opportunity, leaves of absence, ethics, and privacy. It discusses discrimination and harassment, protected categories, reasonable accommodations under the ADA, retaliation, FMLA leave, and military leave. The training emphasizes the supervisor's responsibilities to prevent discrimination and harassment, promptly report any issues, and engage in an interactive process for accommodating disabilities.
This document provides guidance for supervisors on training and improving employee performance. It outlines factors that influence performance such as motivation, ability, and expectations. Tools for supervisors include communicating respect, setting SMART goals, providing feedback, training, and encouraging self-responsibility. Supervisors should establish clear measures, deliver information in a timely manner, and set positive expectations to motivate employees and improve performance.
This document discusses how to train employees to become effective supervisors. It recommends a 3 step process: 1) Ensure employees learn the technical aspects of the job, 2) Set clear expectations for transitioning into a supervisory role and teach human resources skills, 3) Follow through by modeling expected supervisory behaviors. The role of a supervisor is multidimensional, requiring skills in areas like assigning work, monitoring performance, coaching, and disciplining employees. Developing new supervisors also requires adjustments in their role, attitudes, and skills as they transition from being an individual contributor. Understanding different generations and what motivates them is also important for retention.
This document outlines objectives and content for a workshop to train frontline supervisors at APS (Adult Protective Services) on how to train new APS workers. The workshop will cover Kolb's experiential learning theory, assessing learning styles, applying training strategies to reinforce competencies, developing critical thinking through open-ended questions, evaluating training integration, and providing supportive yet critical feedback. The role of supervisors in training is discussed, along with challenges, different training program structures, qualities of good learning environments, adult learning theory including Kolb's learning styles, barriers to adult learning, matching training methods to learning styles, core competencies, teaching critical thinking, evaluating learning transfer, and elements of effective critiques.
This presentation provides guidance to supervisors on proper documentation practices. It explains that documentation creates an employment record for historical reference and legal protection. Supervisors should document coaching sessions, performance reviews, disciplinary actions, and employment decisions. Key details to include are who, what, when, where, and employee statements. Timely and fact-based documentation improves performance management and equitable treatment. Supervisors should consult HR on matters involving leave, accommodations, significant changes, or termination to ensure compliance.
This document outlines training for supervisors on implementing a drug-free workplace policy. It discusses supervisors' responsibilities in identifying and addressing employee performance issues, making referrals to assistance programs, and maintaining confidentiality. The training covers how to recognize signs of addiction, conduct intervention meetings, avoid enabling behaviors, and continue supervision after an employee is referred for help. The overall goal is to create a safe work environment while encouraging employees with substance abuse problems to seek assistance.
The document discusses the key skills and responsibilities required of supervisors, including setting goals, demonstrating effective behaviors, making decisions, managing change, communication, delegation, and training employees. It provides guidance on tasks like prioritizing work, listening actively, giving praise and feedback, and understanding what motivates employees. The overall message is that supervisors must stay aware of company objectives, create a productive work environment, and guide their teams through decision-making, implementation of new initiatives, and change management.
1. The document provides guidance for new supervisors on how to transition into their new role, establish authority while maintaining good relationships, and effectively manage employees.
2. It discusses establishing credibility with employees, avoiding favoritism, handling complaints and difficult situations, and giving constructive feedback to improve performance.
3. The document also outlines best practices for communication, training, scheduling work, and dealing with issues like tardiness, goofing off, and chronic complainers. It emphasizes setting a good example, being fair and consistent.
This document discusses supervisory responsibilities for safety. It outlines that supervisors must conduct safety meetings, investigations, assist with job safety analyses, maintain equipment and work areas, provide training, and supervise employees. Safety meetings should be held monthly for Class A agencies and quarterly for Class B agencies. Their purpose is to promote safety awareness and share information. Supervisors are responsible for conducting investigations any time an incident or accident occurs. Job safety analyses break jobs into steps and identify hazards to develop safe procedures. Supervisors must ensure job safety analyses are developed when needed and used for training. Inspections of work areas must be conducted monthly for Class A agencies and quarterly for Class B agencies to identify and correct hazards. Supervisor training
Your Best Practice Guide to Social Media and the LawNexus Publishing
This document provides a guide for marketers on social media and the law. It discusses several legal issues that marketers must be aware of when using social media, including copyright infringement, intellectual property rights, defamation, data protection, and more. The document outlines existing legislation like the Data Protection Act and discusses how these laws apply to social media use. It emphasizes that marketers must have a strong understanding of the legal issues to ensure social media campaigns comply with all relevant regulations and laws.
Avoiding Privacy Pitfalls When Using Big Data in MarketingTokusoudeka
The document discusses best practices for using big data in marketing campaigns while avoiding privacy issues. It provides an overview of emerging technologies and the exponential growth of minable data. It also examines consumer attitudes toward data privacy and sharing. The document then reviews applicable privacy laws and regulations, such as the Video Privacy Protection Act, Fair Credit Reporting Act, Gramm-Leach-Bliley Act, and others. It emphasizes that marketers should have a "culture of compliance" and considers practical examples of connecting different data sources like email and display advertising while protecting privacy.
Social Media: Critical Issues for Employersdsalmeida
The document provides an overview of critical issues related to social media and employment. It discusses the rise of social media and how employers can and do use sites like Facebook, Twitter, and LinkedIn. However, employee use of social media also presents potential issues for employers like breach of confidentiality, defamation, and inappropriate content. The document recommends employers develop social media policies to address these issues and regulate employee use both during and after work hours. It also discusses legal considerations around monitoring employee online activities and disciplining employees for any policy violations.
Do you know your flog from your blog? What about legal and ethical issues around privacy, UGC, copyright, incentivisation and more? Advertising compliance team ReACTS give this excellent overview of WOM, social media and the law for WOM UK.
This document summarizes key legal issues related to social media use for businesses. It discusses how existing laws apply to online conduct, potential liability for employee social media posts, intellectual property concerns, privacy regulations, and the importance of developing social media policies and contracts in consultation with legal counsel. Business should be aware that content posted online can have long-lasting effects and destroy brands if not properly managed.
Turnson Point Risks and Reputation Management presentationKerry Rego
TurnsonPoint Consulting provides an introduction to legal risks in the emerging age of social media. They note that all laws apply to social media activities and that activities leave an online track record. [They summarize] potential legal issues like copyright infringement, trademark infringement, privacy violations, discrimination, reputational damage, and false advertising. The presentation emphasizes that social media requires understanding privacy policies and developing integrated strategies to manage legal risks.
Social Media Marketing 03 24 2010 Non Ladas (Review Only)Matthew Asbell
This document summarizes key legal considerations for using social media for marketing as an attorney or law firm. It discusses intellectual property issues like trademark infringement and keyword usage. It also examines risks like violating attorney conduct rules regarding client confidentiality, solicitation, conflicts of interest and more. Best practices include having clear social media policies, disclaimers, and avoiding formation of attorney-client relationships online without a written engagement.
Developing a Social Media Policy for Your Law FirmLisa Hopkins
While many rules are clearly laid out for lawyer advertising in Texas, social media continues to be uncharted territory. Understanding how social media affects your law firm on multiple levels is important. This presentation addresses the ethics surrounding posting on social media, including discussions on what content the firm can share in relation to case results and client testimonials. As well, Lisa it provides insight on how your law firm can craft a social media policy for your firm as well as your employees that will help avoid any brand disasters.
The document discusses the growing use and importance of social media for insurance companies. It notes that baby boomer social media use has risen 20% in the last year. It provides tips for using social media offensively to promote brands and defensively to monitor criticism. It emphasizes the importance of listening to customers, building communities, and using social media data. It also warns of regulatory and legal issues insurance companies need to consider regarding social media use and monitoring.
Social media provides opportunities and ethics concerns for legal professionals. It allows attorneys to network, gain knowledge, and market their practice, but they must be careful not to form attorney-client relationships online or reveal confidential information. Attorneys should control their online presence by developing consistent profiles and monitoring what clients and the public see. They also need policies for firm employees' social media use and should educate clients and staff on related risks.
Navigating Social Media Legal Risks Featuring Author Robert McHaleSocial Media Club
Author Robert McHale joined Social Media Club for our July Book Club Webinar featuring his new title, Navigating Social Media Legal Risks: Safeguarding Your Business - View the introductory post here: http://socialmediaclub.org/blogs/from-the-clubhouse/social-media-july-book-club-navigating-social-media-legal-risks-robert-mcha
Slides are property of Author Robert McHale, Esq.
Brad Lawwill gives a presentation on creating an effective yet reasonable social media policy for organizations. He recommends demystifying social media as it relates to existing company policies, identifying potential legal and PR risks to address, and establishing guidelines while avoiding overreach into employees' personal lives. The policy should be respectful of rights, tie to other policies, and require training to stay effective over time as social media evolves.
Whether or not your organization is using social media for business, your employees probably are using it. Whether they're engaging in a personal or professional way, your company needs a social media policy.
This document outlines objectives and content for a workshop to train frontline supervisors at APS (Adult Protective Services) on how to train new APS workers. The workshop will cover Kolb's experiential learning theory, assessing learning styles, applying training strategies to reinforce competencies, developing critical thinking through open-ended questions, evaluating training integration, and providing supportive yet critical feedback. The role of supervisors in training is discussed, along with challenges, different training program structures, qualities of good learning environments, adult learning theory including Kolb's learning styles, barriers to adult learning, matching training methods to learning styles, core competencies, teaching critical thinking, evaluating learning transfer, and elements of effective critiques.
This presentation provides guidance to supervisors on proper documentation practices. It explains that documentation creates an employment record for historical reference and legal protection. Supervisors should document coaching sessions, performance reviews, disciplinary actions, and employment decisions. Key details to include are who, what, when, where, and employee statements. Timely and fact-based documentation improves performance management and equitable treatment. Supervisors should consult HR on matters involving leave, accommodations, significant changes, or termination to ensure compliance.
This document outlines training for supervisors on implementing a drug-free workplace policy. It discusses supervisors' responsibilities in identifying and addressing employee performance issues, making referrals to assistance programs, and maintaining confidentiality. The training covers how to recognize signs of addiction, conduct intervention meetings, avoid enabling behaviors, and continue supervision after an employee is referred for help. The overall goal is to create a safe work environment while encouraging employees with substance abuse problems to seek assistance.
The document discusses the key skills and responsibilities required of supervisors, including setting goals, demonstrating effective behaviors, making decisions, managing change, communication, delegation, and training employees. It provides guidance on tasks like prioritizing work, listening actively, giving praise and feedback, and understanding what motivates employees. The overall message is that supervisors must stay aware of company objectives, create a productive work environment, and guide their teams through decision-making, implementation of new initiatives, and change management.
1. The document provides guidance for new supervisors on how to transition into their new role, establish authority while maintaining good relationships, and effectively manage employees.
2. It discusses establishing credibility with employees, avoiding favoritism, handling complaints and difficult situations, and giving constructive feedback to improve performance.
3. The document also outlines best practices for communication, training, scheduling work, and dealing with issues like tardiness, goofing off, and chronic complainers. It emphasizes setting a good example, being fair and consistent.
This document discusses supervisory responsibilities for safety. It outlines that supervisors must conduct safety meetings, investigations, assist with job safety analyses, maintain equipment and work areas, provide training, and supervise employees. Safety meetings should be held monthly for Class A agencies and quarterly for Class B agencies. Their purpose is to promote safety awareness and share information. Supervisors are responsible for conducting investigations any time an incident or accident occurs. Job safety analyses break jobs into steps and identify hazards to develop safe procedures. Supervisors must ensure job safety analyses are developed when needed and used for training. Inspections of work areas must be conducted monthly for Class A agencies and quarterly for Class B agencies to identify and correct hazards. Supervisor training
Your Best Practice Guide to Social Media and the LawNexus Publishing
This document provides a guide for marketers on social media and the law. It discusses several legal issues that marketers must be aware of when using social media, including copyright infringement, intellectual property rights, defamation, data protection, and more. The document outlines existing legislation like the Data Protection Act and discusses how these laws apply to social media use. It emphasizes that marketers must have a strong understanding of the legal issues to ensure social media campaigns comply with all relevant regulations and laws.
Avoiding Privacy Pitfalls When Using Big Data in MarketingTokusoudeka
The document discusses best practices for using big data in marketing campaigns while avoiding privacy issues. It provides an overview of emerging technologies and the exponential growth of minable data. It also examines consumer attitudes toward data privacy and sharing. The document then reviews applicable privacy laws and regulations, such as the Video Privacy Protection Act, Fair Credit Reporting Act, Gramm-Leach-Bliley Act, and others. It emphasizes that marketers should have a "culture of compliance" and considers practical examples of connecting different data sources like email and display advertising while protecting privacy.
Social Media: Critical Issues for Employersdsalmeida
The document provides an overview of critical issues related to social media and employment. It discusses the rise of social media and how employers can and do use sites like Facebook, Twitter, and LinkedIn. However, employee use of social media also presents potential issues for employers like breach of confidentiality, defamation, and inappropriate content. The document recommends employers develop social media policies to address these issues and regulate employee use both during and after work hours. It also discusses legal considerations around monitoring employee online activities and disciplining employees for any policy violations.
Do you know your flog from your blog? What about legal and ethical issues around privacy, UGC, copyright, incentivisation and more? Advertising compliance team ReACTS give this excellent overview of WOM, social media and the law for WOM UK.
This document summarizes key legal issues related to social media use for businesses. It discusses how existing laws apply to online conduct, potential liability for employee social media posts, intellectual property concerns, privacy regulations, and the importance of developing social media policies and contracts in consultation with legal counsel. Business should be aware that content posted online can have long-lasting effects and destroy brands if not properly managed.
Turnson Point Risks and Reputation Management presentationKerry Rego
TurnsonPoint Consulting provides an introduction to legal risks in the emerging age of social media. They note that all laws apply to social media activities and that activities leave an online track record. [They summarize] potential legal issues like copyright infringement, trademark infringement, privacy violations, discrimination, reputational damage, and false advertising. The presentation emphasizes that social media requires understanding privacy policies and developing integrated strategies to manage legal risks.
Social Media Marketing 03 24 2010 Non Ladas (Review Only)Matthew Asbell
This document summarizes key legal considerations for using social media for marketing as an attorney or law firm. It discusses intellectual property issues like trademark infringement and keyword usage. It also examines risks like violating attorney conduct rules regarding client confidentiality, solicitation, conflicts of interest and more. Best practices include having clear social media policies, disclaimers, and avoiding formation of attorney-client relationships online without a written engagement.
Developing a Social Media Policy for Your Law FirmLisa Hopkins
While many rules are clearly laid out for lawyer advertising in Texas, social media continues to be uncharted territory. Understanding how social media affects your law firm on multiple levels is important. This presentation addresses the ethics surrounding posting on social media, including discussions on what content the firm can share in relation to case results and client testimonials. As well, Lisa it provides insight on how your law firm can craft a social media policy for your firm as well as your employees that will help avoid any brand disasters.
The document discusses the growing use and importance of social media for insurance companies. It notes that baby boomer social media use has risen 20% in the last year. It provides tips for using social media offensively to promote brands and defensively to monitor criticism. It emphasizes the importance of listening to customers, building communities, and using social media data. It also warns of regulatory and legal issues insurance companies need to consider regarding social media use and monitoring.
Social media provides opportunities and ethics concerns for legal professionals. It allows attorneys to network, gain knowledge, and market their practice, but they must be careful not to form attorney-client relationships online or reveal confidential information. Attorneys should control their online presence by developing consistent profiles and monitoring what clients and the public see. They also need policies for firm employees' social media use and should educate clients and staff on related risks.
Navigating Social Media Legal Risks Featuring Author Robert McHaleSocial Media Club
Author Robert McHale joined Social Media Club for our July Book Club Webinar featuring his new title, Navigating Social Media Legal Risks: Safeguarding Your Business - View the introductory post here: http://socialmediaclub.org/blogs/from-the-clubhouse/social-media-july-book-club-navigating-social-media-legal-risks-robert-mcha
Slides are property of Author Robert McHale, Esq.
Brad Lawwill gives a presentation on creating an effective yet reasonable social media policy for organizations. He recommends demystifying social media as it relates to existing company policies, identifying potential legal and PR risks to address, and establishing guidelines while avoiding overreach into employees' personal lives. The policy should be respectful of rights, tie to other policies, and require training to stay effective over time as social media evolves.
Whether or not your organization is using social media for business, your employees probably are using it. Whether they're engaging in a personal or professional way, your company needs a social media policy.
This document discusses developing a social media policy for the workplace. It begins by defining social media and some popular sites like Facebook, Twitter, and LinkedIn. It then covers potential issues with social media use at work like reduced productivity and privacy concerns. The document provides guidance on developing an appropriate policy, including establishing expectations for appropriate use, interactions with coworkers and clients, and handling confidential information. It stresses tailoring the policy to individual workplaces while addressing risks from both under-regulating and over-regulating social media use.
This document summarizes key legal issues related to using social media. It discusses potential liability for defamation, copyright infringement, privacy breaches, and more. It provides an overview of relevant laws and outlines strategies for companies to mitigate risks, including developing social media policies and educating employees on compliance. Prudent risk management is advised, such as taking down unlawful content, obtaining legal advice, and purchasing media liability insurance.
Top mailing list providers in the USA.pptxJeremyPeirce1
Discover the top mailing list providers in the USA, offering targeted lists, segmentation, and analytics to optimize your marketing campaigns and drive engagement.
Understanding User Needs and Satisfying ThemAggregage
https://www.productmanagementtoday.com/frs/26903918/understanding-user-needs-and-satisfying-them
We know we want to create products which our customers find to be valuable. Whether we label it as customer-centric or product-led depends on how long we've been doing product management. There are three challenges we face when doing this. The obvious challenge is figuring out what our users need; the non-obvious challenges are in creating a shared understanding of those needs and in sensing if what we're doing is meeting those needs.
In this webinar, we won't focus on the research methods for discovering user-needs. We will focus on synthesis of the needs we discover, communication and alignment tools, and how we operationalize addressing those needs.
Industry expert Scott Sehlhorst will:
• Introduce a taxonomy for user goals with real world examples
• Present the Onion Diagram, a tool for contextualizing task-level goals
• Illustrate how customer journey maps capture activity-level and task-level goals
• Demonstrate the best approach to selection and prioritization of user-goals to address
• Highlight the crucial benchmarks, observable changes, in ensuring fulfillment of customer needs
How MJ Global Leads the Packaging Industry.pdfMJ Global
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Navigating the world of forex trading can be challenging, especially for beginners. To help you make an informed decision, we have comprehensively compared the best forex brokers in India for 2024. This article, reviewed by Top Forex Brokers Review, will cover featured award winners, the best forex brokers, featured offers, the best copy trading platforms, the best forex brokers for beginners, the best MetaTrader brokers, and recently updated reviews. We will focus on FP Markets, Black Bull, EightCap, IC Markets, and Octa.
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Zodiac Signs and Food Preferences_ What Your Sign Says About Your Tastemy Pandit
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Company Valuation webinar series - Tuesday, 4 June 2024FelixPerez547899
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Part 2 Deep Dive: Navigating the 2024 Slowdownjeffkluth1
Introduction
The global retail industry has weathered numerous storms, with the financial crisis of 2008 serving as a poignant reminder of the sector's resilience and adaptability. However, as we navigate the complex landscape of 2024, retailers face a unique set of challenges that demand innovative strategies and a fundamental shift in mindset. This white paper contrasts the impact of the 2008 recession on the retail sector with the current headwinds retailers are grappling with, while offering a comprehensive roadmap for success in this new paradigm.
How to Implement a Strategy: Transform Your Strategy with BSC Designer's Comp...Aleksey Savkin
The Strategy Implementation System offers a structured approach to translating stakeholder needs into actionable strategies using high-level and low-level scorecards. It involves stakeholder analysis, strategy decomposition, adoption of strategic frameworks like Balanced Scorecard or OKR, and alignment of goals, initiatives, and KPIs.
Key Components:
- Stakeholder Analysis
- Strategy Decomposition
- Adoption of Business Frameworks
- Goal Setting
- Initiatives and Action Plans
- KPIs and Performance Metrics
- Learning and Adaptation
- Alignment and Cascading of Scorecards
Benefits:
- Systematic strategy formulation and execution.
- Framework flexibility and automation.
- Enhanced alignment and strategic focus across the organization.
Easily Verify Compliance and Security with Binance KYCAny kyc Account
Use our simple KYC verification guide to make sure your Binance account is safe and compliant. Discover the fundamentals, appreciate the significance of KYC, and trade on one of the biggest cryptocurrency exchanges with confidence.
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Dive into the steadfast world of the Taurus Zodiac Sign. Discover the grounded, stable, and logical nature of Taurus individuals, and explore their key personality traits, important dates, and horoscope insights. Learn how the determination and patience of the Taurus sign make them the rock-steady achievers and anchors of the zodiac.
HOW TO START UP A COMPANY A STEP-BY-STEP GUIDE.pdf46adnanshahzad
How to Start Up a Company: A Step-by-Step Guide Starting a company is an exciting adventure that combines creativity, strategy, and hard work. It can seem overwhelming at first, but with the right guidance, anyone can transform a great idea into a successful business. Let's dive into how to start up a company, from the initial spark of an idea to securing funding and launching your startup.
Introduction
Have you ever dreamed of turning your innovative idea into a thriving business? Starting a company involves numerous steps and decisions, but don't worry—we're here to help. Whether you're exploring how to start a startup company or wondering how to start up a small business, this guide will walk you through the process, step by step.
Building Your Employer Brand with Social MediaLuanWise
Presented at The Global HR Summit, 6th June 2024
In this keynote, Luan Wise will provide invaluable insights to elevate your employer brand on social media platforms including LinkedIn, Facebook, Instagram, X (formerly Twitter) and TikTok. You'll learn how compelling content can authentically showcase your company culture, values, and employee experiences to support your talent acquisition and retention objectives. Additionally, you'll understand the power of employee advocacy to amplify reach and engagement – helping to position your organization as an employer of choice in today's competitive talent landscape.
11. WHY R.O.T.?
(RULE OF THUMB)
Most content erodes due to lack of interest
or mis-management
Social networking profiles are left “rotting
away”
Mis-conception about ROI of social media
13. RULE OF THUMB #2
Remember it’s social media ...
Talk WITH people ... not AT them
More importantly, get people
talking about YOU!
14. RULE OF THUMB #3
80% information & 20% self-promotion
REMEMBER this ratio!
15. RULE OF THUMB #4
Make them feel special!
Increase fans by incentivizing and
promoting sharing.
16. RULE OF THUMB #4
Social media is all about close relationships!
People do business with people they like.
17. RULE OF THUMB #6
Address negative posts professionally and
publicly.
18. SOCIAL MEDIA
RULES OF THUMB
Social media is NOT sales.
Get people talking.
80% information & 20% self-promotion
Make them feel special
People do business with people they like.
Address negative posts professionally and publicly.
20. START WITH A SOCIAL MEDIA
POLICY
Provide clear guidance to employees
Provisions to protect:
Company intellectual property (trademarks,
copyrights, patents)
Confidential company information
Don’t impose unnecessary or impractical restrictions
on use of social media
21. KNOW WHAT YOU’RE USING
Review terms of use & privacy policies of third-party
social media sites
Restrictions on use of social media site (e.g.,
advertising, marketing, promotions)
Facebook prohibits businesses from
administering promotions through Facebook
without prior written consent
22. Legal responsibilities assumed with use of site
(e.g., responsibility for complying with takedown
provisions of the DCMA)
Ownership of intellectual property used on or
information collected or generated through use of
the site
23. PROTECT YOUR DIGITAL SPACE
Establish clear, written terms of use & privacy policies
for all social media sites, services and applications
Require affirmative acceptance
Include provisions to protect company intellectual
property from misuse
Include provisions to minimize liability
24. User-generated content
Digital Millennium Copyright Act of 1998 (DMCA)
Safe harbor for copyright infringement by
acts of users
Notice & takedown procedures
25. Section 230 of Communications Decency Act of
1996 (CDA)
Immunity for publishing tortious statements
made by third parties
27. Securities laws (publicly traded company)
Prohibits market manipulation, insider trading,
selective disclosure & disclosure of material non-
public info
Monitor statements by employees
28. Promotions, contests & sweepstakes laws
Sweepstakes-type promotions that require a
purchase by participants are illegal in the US
USPS & FCC also enforce federal laws
governing contests and prize promotions
29. Each state has laws that may require promoters to
make disclosures, seek licensing, or post a bond.
Industry-specific laws
30. CONSENT
Obtain consent before use of employees’ or third-
parties’ names, images or information
Use comprehensive release document to explain
purpose & extent to which company will use names,
images or information
31. DON’T VIOLATE EMPLOYEE
RIGHTS UNDER THE NLRA
Don’t restrict employee speech or take adverse
employment actions to extent employees use social
media to communicate about organizing, unions or
other rights protected under NLRA
Ensure NLRA compliance even in non-union
workplace
32. DISCLOSE MATERIAL
CONNECTIONS WITH BLOGGERS
FTC requires advertisers to disclose connections
with endorsers of their products if:
payment to endorser
provision of free products
Advise blogger of obligation to disclose
33. CONSIDER LEGAL RISKS
OF SM BACKGROUND CHECKS
Avoid making decisions based on protected class
membership revealed through social media
Use same protocols for social media screening
Comply with Fair Credit Reporting Act
Do not access password-protected electronic
resources without proper authorization from owner
Make decisions using vetted & accurate info
34. REVIEW INSURANCE POLICIES
CGL insurance policies may not cover liability arising
out of certain online activities
Possible additional insurance:
cyber liability insurance that covers data
breaches, privacy and data security
business interruption
media & content liability
35. CONTACT INFO
DeWayne Pope
Red Mountain Law
dpope@dpopemail.com
(205) 618-8908
Andrea Walker
W. Social Marketing, LLC
andrea@wsocialmarketing.com
(205) 835-2493