In my last post, I provided an overview of how the NLRB has been reining in corporate social media policies to make sure that they don’t infringe on employees’ right to communicate with each other about wages, benefits, and working conditions. The NLRB has interpreted that right broadly, and we identified 14 areas commonly addressed by corporate social media policies that the NLRB rulings have touched upon. Bear in mind that what we’re talking about here are policies that limit the things employees can do in personal social media use. Companies have much greater latitude to limit what is said in their name.
There are some real surprises here, but with a little care, I believe most of your social media policy objectives can be met while avoiding problems with the NLRB.