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Managing Your Employment and Social Media Risks Arthur W. Curley THIS COURSE IS ONLY FOR DENTISTS Spouses and Office Managers may attend with approval from Dentist
November 2 @ 9:00 am - 3:00 pm
REGISTRATION FORM Nov 2018 Curley ARTHUR W. CURLEY Mr. Curley is a senior trial attorney in the California healthcare defense firm of Bradley, Curley, Barrabee & Kowalski, PC. After graduating from the University of California, Berkeley with honors in 1970, he obtained his J.D. in 1974 from the UC Hastings College of the Law in San Francisco. He is currently an Assistant Professor of Dental Jurisprudence at the Arthur A. Dugoni School of Dentistry in San Francisco and an Adjunct Faculty Professor at the University of California, San Francisco. As a trial attorney, he has been defending doctors for over 40 years and has presented risk management courses throughout the United States and Canada. He is an associate of the American Board of Trial Advocates. Mr. Curley has published several articles on risk management and authored chapters in numerous text books on oral surgery, endodontics and periodontics. THIS COURSE IS ONLY FOR DENTISTS, their Spouses and OFFICE MANAGERS (with approval from Dentist) MANAGING YOUR EMPLOYMENT and SOCIAL MEDIA RISKS Employment practices liabilities generally fall in three categories of wrongful employment: Wrongful Termination, Discrimination in Employment, and Sexual Harassment. In addition, as a result of technology, claims of violation of privacy in employment involving e-mails and internet usage have begun to appear. The program sets forth the legal foundations and trends in employment practices including: employment by contracts as compared to employment at will (1) termination for cause vs. retaliation; discrimination based upon health status (2) in addition to the classical issues of race, color, national origin, etc.; and harassment and/or discrimination based on gender issues that do not fit the typical case of male vs. female, and can in fact involve same gender harassment. The use of employment handbooks, grievance hearings, file documentation and distribution of employment department literature (3) are outlined as part of a risk management program. In addition, staff rights to privacy in employment are considered in light of staff use of e-mails and the internet, social media with staff and patients, with recommendations for acknowledgment and waivers by employees that allow an employer to monitor inappropriate use of such technology. In addition the program will review issues of defamation, HIPAA constraints, trade marker, copyright infringement, and counter actions. At the conclusion the author surveys the systems necessary to prevent employment and HIPAA claims and methods to obtain protection from unavoidable claims. (1) California Labor Code §2922 (2) Americans with Disability Act 28 USC § 12,000 (3) Equal Employment Opportunity Commission, 29 CFR §601.30