Social Media Policies: Lawful vs. Unlawful
- Carly Zuba, SmithAmundsen LLP
- February 23, 2012
In today’s technologically savvy age, more and more disgruntled employees are turning to Twitter, Facebook, blogs, and other social media outlets to air their grievances about their employers. The National Labor Relations Board (NLRB) has taken note and recently issued a report to provide guidance to employers, employees, and unions regarding social media policies. The Board, which currently boasts an impressive 3,092 followers on Twitter, even tweeted about the report on January 25, 2012.
The report summarizes 14 recent social media cases, with half of the cases touching on questions concerning employer social media policies. Not surprisingly, most of the social media policies that the NLRB reviewed were found to be overly broad. Because of this, it is crucial for employers to ensure that their social media policies are not so broad that they chill an employee’s right to engage in protected activity.
To view the NLRB's take on what's legal and what's not, view the full post on SmithAmundsen's Labor & Employment Law Update blog.