The U.S. Supreme Court now classifies social media as a high-liability platform tied to harassment, discrimination, and defamation. When you have a high risk issue, it's established law that you must provide expert in-depth training on that subject matter to all employees; policies aren't enough.

No, not even from reputable sources — relying on model policies has cost governments millions. Courts reject model policies for vague policy language, missing higher federal standards, and lack of agency-specific customization. You must have an experienced social media attorney update your policy.

Local attorneys support my training because:

1) They are not 33-year digital media law specialists who’s trained 35,000+ public employees and updated 200+ policies to meet new federal standards.

2) My course closes costly training and policy gaps—and provides proof that you didn’t show "deliberate indifference" to the clear need for expert instruction.

When employees make social media mistakes, aggressive attorneys work to prove your training and policies violated federal standards—leading to lawsuits against...

Human Resource Staff

Training Staff

Communication Staff

In-House Attorneys

Department Heads

Supervisors/Managers

No — here’s why: Courts classify most social media harm as intentional, not accidental. Insurance won’t cover intentional acts, so you’ll pay out of pocket. Also, qualified immunity and bankruptcy protection doesn't apply.

With $500K lawsuits and personal assets on the line, ignoring $19 per person expert training won’t hold up in court—attorneys will question your spending priorities.

Step 1: Email me at mark@newsocialmedialaw.com with the number of participants you'd like to enroll. You can add more at any time during the year.

Step 2: I’ll reply with a test course link for your review, which you can then forward to participants.

Step 3: Participants create a simple login and receive 24/7 access for one year. For support, they can email me or call our urgent help line at 954-748-7698.

Step 4: Payment can be made by check or credit card. I’ll include an invoice with the course link. If paying by card, I’ll send a secure payment link. All payments are due within 14 days.

Moody v. NetChoice, LLC and NetChoice, LLC v. Paxton, 603 U.S. 707 (2024): Social Media creates unprecedented dangers,

City of Canton, Ohio v. Harris 489 U.S. 378 (1989): High liability issues demand more in-depth training, not just written policies.

Board of County Commissioners v. Brown, 520 U.S. 397 (1997): Defining deliberate indifference as a demonstration that the policymaker was aware of a substantial risk of harm and consciously chose to disregard that risk. 

Connick v. Thompson, 563 U.S.51 (2011): Municipalities exposed to liability when need for training is so obvious..

42 U.S.C. 1983: Gateway for people to sue you in your individual capacity.

Packingham v. North Carolina, 582 U.S. 98 (2017): Social media is the new modern square, 

Faragher v. City of Boca Raton, 524 U.S. 775 (1998), Burlington Industries, Inc. v. Ellerth, 524 U.S. 742 (1998), training is part of an affirmative defense to harassment claims,

Kolstad v. American Dental Association, 527 U.S. 526, 536 (1999),  The Court clarified that an employer can be held liable for punitive damages if an employee acted with malice or reckless indifference to the employee's federally protected rights.