At The Podium
Restraint or Response? The NLRB’s stance on responding to employee outbursts on social media
The heat is on, and employers are feeling the pressure like never before. A changing workforce, uncertain economy, ever-changing (and sometimes conflicting) laws with no clear guidance, hidden surprises in the law, ramped-up enforcement initiatives by state and federal authorities, and the increased potential for litigation only add to the pressures of everyday life in the workplace.
In his presentation titled “Restraint or Response? The NLRB’s stance on responding to employee outbursts on social media,” labor and employment attorney Paul Ross takes a look at the National Labor Relation’s Board increasing interest in protecting employees’ rights to use social media to comment on their employment – even posts involving disparaging or profanity-laden remarks about their employers, supervisors and co-workers – as Section 7 “concerted activity” under the National Labor Relations Act. The presentation includes a discussion of the risks employers face if they discipline employees for social media posts.