I have discussed the National Labor Relations Board’s recent social media decisions here and here. To summarize, in the past year or so the NLRB has made it very clear that, in its view, all employees (union or not) have a right to discuss the terms and conditions of their employment on social media sites […]
National Labor Relations Board Gives Murky Guidance on Social Media Policies
The National Labor Relations Board (“NLRB”) is often erroneously regarded as an agency that has no role except with respect to unionized workplaces. Employers and employees alike need to understand that the NLRB’s mandate is much broader, extending to protections of even non-union workers when they are discussing the terms and conditions of their employment. […]
Congress is Considering a Law Banning Employers from Requiring Facebook Passwords
Employers and schools have started a trend towards requiring job applicants, employees and students to disclose Facebook passwords so that online communications can be monitored (and perhaps factored into a hiring or admissions decision). In response to a public outcry by privacy advocates, Congress is considering SNOPA: Social Networking Online Protection Act. If passed, this […]
It’s Time for Employers to Update (or Adopt) Their Social Media Policies
Several years ago, I published an article in the Georgia Bar Journal regarding company blogging policies. The article can be found here, at page 34: http://gabar.org/public/pdf/GBJ/feb07.pdf When the article was published, the practice of blogging was still relatively new. Businesses were still deciding whether to allow their employees to blog about company matters, and if […]
Preserving Customer Lists in the Linked In Era
It is now common for people to maintain their professional contacts through Linked In and other social media. So what happens when a sales person uses Linked In rather than his or her employer’s marketing database to store customer contact information? Typically, a company will require key employees – such as those with responsibility for […]
