It was only a matter of time before the National Labor Relations Board (NLRB) inserted itself into the burgeoning intersection of social media and employment relations. After all, it has its own Twitter account, Facebook page, and YouTube channel.
It recently redesigned its web site to highlight this newly discovered social interactivity.
And, last November it issued its first complaint challenging an employer’s social networking policy as a violation of the National Labor Relations Act’s (NLRA) protections of employees’ concerted activities.
Facebook ‘rant’ case
The NLRB issued a complaint against a company that fired an employee after she posted negative comments about her supervisor on her personal Facebook page. The NLRB not only alleged that the employer illegally fired the employee for the posting, but that the company maintained and enforced an overly broad blogging and Internet posting policy.
An NLRB investigation c...(register to read more)
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