Social media in employment law,searching for jobs in my area,social media scandal nba 2k15,social media statistics college students - 2016 Feature

You want to encourage your employees to be social ambassadors and share your brand with all their friends and followers. Creating a social media policy is one way to outline appropriate and encouraged methods for using social media as it relates to the company. In 2010, the NLRB started putting more of a focus on work-related conversations taking place on social media platforms like Facebook and Twitter.
Social media is a powerful tool, and can have major impact on your brand – and not only from what your company posts on its own profiles. It is vitally important for all parties involved to know what falls within “protected” activity that might take place in the social sphere. Of the three published memos the NLRB has released regarding social media and employee rights, the second and third deal specifically with the language used in company social media policies.
The language used to outline prohibited social media activity is often found to be over-broad and unlawful as it can lead employees to believe they are unable to discuss work conditions, an infringement on their Section 7 rights. The best way to safeguard yourself against an NLRB investigation and rogue employees, angry posts, or other inappropriate social media behavior is to provide your staff with a social media policy that clearly outlines your expectations, resources for support, and in no way prohibits an employee’s right to protected concerted activity. This article was posted in Business, Social Media Education and tagged national labor relations act, national labor relations b, national labor relations bureau, NLRA, NLRB, social media, social media policy. The legislation was prompted by both worker and privacy advocates who were concerned about the issue of employers making use of these social media accounts as basis for their hiring and employment.
While this law prohibits employers from gaining access to the private social media accounts of their employees, it does not stop them from being able to review the publicly available information found on their employees’ social media accounts.

Thanks to this new law, employers are prohibited from terminating employees for failing to give access to their personal social media accounts or even give up their accounts in such sites.
Our social media webinars cover a wide range of topics sure to help your marketing team get better results using social media marketing best practices.
If you are questioning the various issues raised by social media, McGrady on Social Media 2014 may be a resource to help.
But you’ve also heard horror stories of employees taking to the social networks to post offensive, obscene, and inappropriate comments and actions relating to their jobs.
In order to ensure that your social media policy is not only the best for your company’s social media practices, but also complies with employee rights, it’s important to stay up-to-speed with the latest findings from the National Labor Relations Bureau (NLRB) as they pertain to social media.
The NLRB works to ensure that the laws outlined in the National Labor Relations Act (NLRA) are upheld. Since that time, the Office of General Counsel has been analyzing company social media policies and potential infringement on employee rights as they relate to social media. In most released cases where the NLRB has examined social media policies and found them “over-broad” employers have failed to define in detail what constitutes “confidential” and “proprietary” information. The NLRB’s main concern with social media policies is that the language used should not “chill” an employee’s understanding that they are free to exercise their Section 7 rights to protected concerted activities. A major reason employees take to social media to air grievances or speak negatively about their company is because they don’t feel respected or heard while they are at work. Effective January 1, California and Illinois based employers are no longer allowed to ask for their job seekers and employees’ usernames and passwords to their own social media accounts.

With the help of this legislation, employees will not feel the need to be-friend the person in charge of human resources or even delete their social media accounts. The worker came back and filed a lawsuit because the reason they couldn’t work was due to their religion.
This publication provides a framework to help you understand important questions in this rapidly-evolving area of law. The NLRB found that this revised policy clarified and restricted the scope by including examples of clearly illegal or unprotected conduct, which could not be reasonably construed to include protected activity, and was therefore found to be lawful. Having an employment law attorney who is familiar with the latest cases and rulings surrounding social media and employment look over the language you are using will help ensure you are lawful in what you do and do not allow your employees to say on social media. It covers the impact of various laws on social media, such as copyright and communications, to aid the creation of social media policies.
The legislation, amends the State’s ‘Right to Privacy in the Workplace Act.’, moves to prohibit employers to pry on the private social media accounts of their current or potential employees. The other states that have implemented these privacy laws include Delaware, New Jersey, Michigan, and Maryland.

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