Summary of Program

Employees use networking sites to communicate with one another (as well as current and potential customers). They post their daily thoughts and activities, uploading photos and, occasionally, adversely impact their employers’ business. What can an employer do to protect itself without intruding on employee rights?

Program Highlights

  • Employer’s use of employee’s social

Summary of Program

Employees use networking sites to communicate with one another (as well as current and potential customers). They post their daily thoughts and activities, uploading photos and, occasionally, adversely impact their employers’ business. What can an employer do to protect itself without intruding on employee rights?

Program Highlights

  • Employer’s use of employee’s social

August 30, 2013 will soon be remembered as the day the current National Labor Relations Board (NLRB) turned a corner and became a full-fledged advertising agency for union organization. On that day, the NLRB announced the release of a free NLRB mobile app for mobile smartphone users. Under the guise of “educating” employees about the National Labor Relations Act (NLRA), this unbalanced app backdoors much of the same NLRB notice-posting propaganda that was proposed, delayed, and ultimately enjoined by a Federal Court last year. Expect this app to be grouped right next to the DOL’s Time Tracking App (downloaded last year), where employees can track their hours and submit alleged violations of the FLSA directly to the DOL’s Wage & Hour Division.
Continue Reading Want to Organize Your Employer? There’s An App for That: NLRB Launches Mobile App to “Educate” Employees About the NLRA

By:  James Kachmar

Those of you who attended our November 15, 2012 seminar, “Risks and Benefits of Social Media and Computers in the Workplace,” heard us discuss recent actions taken by the National Labor Relations Board (“NLRB”) regarding Social Media Use Policies adopted by employers to address the many issues that may arise with the increased use of social media (Facebook, LinkedIn, Twitter, etc.) by their employees. As we mentioned, the NLRB was slow to address the issue of social media in the workplace. However, the NLRB has recently become much more active and more critical in how it views social media policies and their impact on the rights of employees to organize.Continue Reading NLRB Continues Crackdown on Company Social Media Policies

By:   Brendan J. Begley

Now that the first presidential debate has taken place, and as the country heads into the last month of campaigning in this election year, employers should make certain that their personnel policies properly address political activities in the workplace. Such policies should require managers, supervisors, and employees to show respect across political-party lines to avoid internal conflicts. Having and enforcing such policies also may help to diminish the risk of alienating customers who otherwise might find themselves confronted with competing political philosophies when visiting an employer’s establishment.Continue Reading Don’t Let Political Debates Disrupt Workplace Goals