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What if a Tweet fell in the forest and nobody heard it?
The controversial National Labor Relations Board has customarily been ignored by small employers, but that is changing as the NLRB flexes its muscles; nowhere is this more true than in the area of social media.
- Employer policies should not be so sweeping that they prohibit the kinds of activity protected by federal labor law, such as the discussion of wages or working conditions among employees.
- An employee’s comments on social media are generally not protected if they are mere gripes not made in relation to group activity among employees.
|NLRB Report of the Acting General Counsel Concerning Social Media Cases.pdf||177.99 KB|