Hostile Work Environment, Email and the Internet

The use of the Internet and e-mail has become pervasive in the workplace, bringing an increase in related hostile work environment claims. Employers have been held liable for employee activities such as sending sexually explicit or otherwise harassing emails.

Employer liability risks related to workplace e-mails and Internet use require that employers understand their potential exposure to hostile workplace claims -- and take action to ensure that employees understand and comply with their permissible uses without violating employees' privacy.

Listen as our authoritative panelists discuss how workplace use of company e-mail and the Internet gives rise to claims of hostile work environment -- and what employers can do to manage the risks and reduce exposure to claims.

Zachary A. Hummel, Partner, Bryan Cave, New York and St. Louis, focuses his practice on all aspects of labor and employment law matters, providing both traditional labor law and employment law advice and litigation services.

M. Brenk Johnson, Shareholder, Winstead Sechrest & Minick, Dallas, has extensive experience representing companies in all areas of employment law, including claims of discrimination and sexual harassment. He also regularly defends employers against defamation and retaliatory discharge claims as well as claims involving noncompetition, nonsolicitation and confidentiality agreements.

Michael D. Jones, Partner, Reed Smith, Philadelphia, specializes in labor and employment law. He represents employers in a variety of matters, including EEO and Civil Rights litigation, sexual harassment training and investigations, restrictive covenants and executive employment agreements.

Andrea Kelly Smethurst, Andrea Kelly Smethurst & Associates, Walnut Creek, CA, counsels employers on employment practices and policies. She represents employers in federal and state court and in administrative matters before the DFEH, the EEOC and the Labor Commissioner.

The panelists address these and other key questions:

• What are the different ways that workplace e-mail and Internet use support a finding of hostile work environment?
• How can employers monitor and limit email and Internet use by workers without stepping on any of their rights?
• How can employers structure policies, procedures and reporting mechanisms that will most effectively shield them from hostile workplace claims?

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