On May 30 the National Labor Relations Board Acting General Counsel Lafe E. Solomon issued his third and latest report on social media cases, providing specific guidance on how to construct a lawful social media policy. In the report, Solomon takes a narrow view of what types of policy provisions are acceptable and instructs, for example, that certain confidentiality provisions, rules against “friending” co-workers, and blanket prohibitions of disparaging remarks are unlawful because they unduly restrict employees’ rights to discuss working conditions and terms and conditions of employment under the National Labor Relations Act.
This blog entry provides a summary of the Hogan Lovells Chronicle of Data Protection’s recent coverage of legal developments regarding social media.
The National Labor Relations Board (NLRB) has social media in its sights. There has been a spate of activity at the NLRB on the social media front, including the issuance of two new complaints in the last three weeks alone, as reported in this blog entry.
Employees who claim a Facebook “zone of privacy” from their employers for complaints about working conditions got a boost recently from the National Labor Relations Board’s which filed a complaint over a termination based on an employee’s Facebook posting.