New NLRB social media report advises specificity

Examples of acceptable policies may help employers better craft social media guidelines for the workplace

Treading the unsteady ground of social media can be treacherous for employers, many of whom feel that, even after two reports from the National Labor Relations Board (NLRB), they need more guidance on how to craft an effective social media policy. Luckily for confused companies, the NLRB released another guidance on social media on May 30, this time with specific examples of acceptable policies.

The NLRB’s main concern is that any restrictions employers put on workers’ social media conduct do not violate their rights under Section 7 of the National Labor Relations Act to engage in protected concerted activity, such as discussing the terms and conditions of their employment with co-workers, even on Facebook.

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