The National Labor Relations Board (NLRB) recently issued a pair of decisions helping to clarify the limits on employers’ ability to (1) discipline employees for their social media activities and (2) implement confidentiality and social media-related policies. The Board’s decisions, as well as a recent Administrative Law Judge (ALJ) decision, fell largely in line with the NLRB General Counsel’s three social media reports issued in 2011 and 2012.
Costco Wholesale Corporation and United Food and Commercial Workers Union, Local 371 (34-CA-012421). In this case, the NLRB considered a number of provisions of an employee handbook. The first rule prohibited employees from discussing “private matters of… other employees… includ[ing] topics such as, but not limited to, sick calls, leaves of absence, FMLA call-outs, ADA accommodations, workers’ compensation injuries, personal health information, etc.” Another rule barred sharing “payroll” information, and a third prohibited employees from electronically posting statements that “damage the company… or damage any person’s reputation.”
Please read full alert below for more information.
Firefox recommends the PDF Plugin for Mac OS X for viewing PDF documents in your browser.
We can also show you Legal Updates using the Google Viewer; however, you will need to be logged into Google Docs to view them.
Please choose one of the above to proceed!
LOADING PDF: If there are any problems, click here to download the file.
Topics: Costco, Discipline, Facebook, Hiring & Firing, Hispanics United of Buffalo, NLRA, NLRB, Protected Concerted Activity, Quicken Loans, Section 7, Social Media, Social Media Policy, Termination
Communications & Media Law Updates, Labor & Employment Law Updates
DISCLAIMER: Because of the generality of this update, the information provided herein may not be applicable in all situations and should not be acted upon without specific legal advice based on particular situations.
© Patterson Belknap Webb & Tyler LLP | Attorney Advertising