The explosion in popularity of social media sites (such as Facebook and Twitter) has created new legal issues for employers regarding expectations of privacy, protected concerted activities, and whether firing a worker for comments made on a social media site is a lawful practice. Recent lawsuits and labor practice case decisions demonstrate the importance of implementing a specific policy addressing the use of social media by employees.

The National Labor Relations Board (NLRB) recently issued a comprehensive report detailing 14 recent cases involving employee use of social media. Some of these cases found that an employer had violated the National Labor Relations Act (NLRA) by terminating employees for posts made on a social media site complaining about wages, hours, or working conditions on behalf of two or more co-workers. Under the NLRA, the right to complain about these matters in any private or public forum, including a social media site, is a “protected concerted activity.”

To help employers communicate a clear policy on employee use of social media and avoid violations of the National Labor Relations Act, Personnel Concepts has introduced a comprehensive Social Media Policy Poster. Compiled by our team of compliance specialists, this exclusive poster clearly differentiates between legally protected activities and slanderous/libelous statements for which a company can take remedial action. The content of this exclusive poster reflects guidelines and suggestions made by the NLRB in their recent report on social media in the workplace.

Who Needs It
All private employers are required to comply with the “protected concerted activity” provisions of the National Labor Relations Act (NLRA), which can be applied to employee use of social media to complain about wages, hours, or working conditions on behalf of two or more individuals.

Benefits

Clear Communication of Company Policy
Posting a notice conspicuously in the workplace regarding social media can reinforce your company’s position on the use of social media networks during and after business hours. With the current prevalence of social media, failure to formally address this issue can cause legal issues in the event that an employee is terminated for social media activity.

Lawsuit Prevention and Defense
Clearly communicating a policy on social media can prevent a wrongful termination claim from an employee terminated for activity on a social network. Ensuring that this policy complies with the NLRB’s guidelines can prevent an “unlawful labor practice” claim under the National Labor Relations Act (NLRA).

Money-Back Guarantee

If you’re not completely satisfied with our Social Media Policy Poster, you can return it within 30 days from the original date of purchase for a full refund, less shipping and processing charges.

Specifications

• 11”-by-17” two-color format
• Includes written policy statements
• Contains references to recent NLRB cases involving social media
• Addresses social media use before, during, and after work hours
• Complies with NLRB guidelines