Just when you started to forget about them, the NLRB is back to stir up trouble. Their latest bone to pick? An NLRB Administrative Law Judge found that prohibiting employees from making disparaging or defamatory comments during company time violated the Act because such a prohibition tends to “chill employees in the exercise of their Section 7 rights.” Also the judge found that the prohibition violated the Act because it did not clearly state that the prohibition does not apply during break time and not working hours. Pretty specific stuff over here!
The moral of the story is: be very, super-duper, extra specific when you word your social media policies. Check out your Model Policies and Forms guide for more information. To read more, click here.