NLRB Provides Guidance On Acceptable Corporate Social Media Policies

The rise of social media, and the ease with which people may communicate over such channels, can lead to thorny workplace issues as employers now struggle to define rules that restrict the use of social media by their employees.

One area of concern when drafting such policies is the National Labor Relations Act (NLRA), which protects the right of employees to organize and join unions in the workplace, seek collective bargaining, and engage in other concerted activities.

The National Labor Relations Board (NLRB) has offered opinions in numerous cases involving social media policies, primarily whether social media policies that restrict employee posting or communication via such channels are overly broad and violate an employee’s right to engage in concerted action under the NLRA.

LOADING PDF: If there are any problems, click here to download the file.

Written by:

Published In:

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.

© Robert Freedman - Partner at Tharpe & Howell, LLP | Attorney Advertising

Don't miss a thing! Build a custom news brief:

Read fresh new writing on compliance, cybersecurity, Dodd-Frank, whistleblowers, social media, hiring & firing, patent reform, the NLRB, Obamacare, the SEC…

…or whatever matters the most to you. Follow authors, firms, and topics on JD Supra.

Create your news brief now - it's free and easy »

All the intelligence you need, in one easy email:

Great! Your first step to building an email digest of JD Supra authors and topics. Log in with LinkedIn so we can start sending your digest...

Sign up for your custom alerts now, using LinkedIn ›

* With LinkedIn, you don't need to create a separate login to manage your free JD Supra account, and we can make suggestions based on your needs and interests. We will not post anything on LinkedIn in your name.