Social Media & The Workplace: recent NLRB developments

Megan Erickson MoritzBrownWinick

666 Grand Avenue, Suite 2000Des Moines, IA 50309-2510Telephone: 515-242-2455Facsimile: 515-323-8555

E-mail: moritz@brownwinick.com

Disclaimer

Please note, nothing in this presentation constitutes legal advice. The information is offered only for informational or educational purposes, and it should not be relied upon as, or substituted for, legal advice.

RECENT NLRB DEVELOPMENTS RE: SOCIAL MEDIA IN THE WORKPLACE

“The National Labor Relations Board is an independent federal agency vested with the

power to safeguard employees' rights to organize and to determine whether to have

unions as their bargaining representative. The agency also acts to prevent and remedy

unfair labor practices committed by private sector employers and unions.”

Recent NLRB Action Re: Social Media Reports from NLRB’s Office of General

Counsel

•“Enforcement arm” of NLRB Administrative Law Judge (ALJ) Decisions

•Initial decision, subject to Board review Board Decisions

•If party appeals ALJ decision Court Decisions

•If Board decision appealed

•Federal courts

Recent Developments

June 24, 2013: US Supreme Court granted cert in NLRB v. Noel Canning.• Validity of 3 recess appointments by the

President in January of 2012

July 30, 2013: Full confirmation of all 5 nominees to the NLRB• First time in a decade the Board has full roster

Recent NLRB Action Re: Social Media NLRB - Report of the General Counsel

• Aug 18, 2011

• Jan 24, 2012

• May 30, 2012 Various ALJ Decisions NLRB Decisions

• Sep 7, 2012

• Sep 28, 2012

Recent NLRB Action Re: Social MediaSection 7 of the National Labor

Relations Act (NLRA): “protected concerted activity”

•For the purpose of collective bargaining or other mutual aid & protection

Recent NLRB Action Re: Social MediaIs the Employee activity

protected?Protected Section 7 Activity

•Examples

•Considerations

Recent NLRB Reports Re: Social Media

Unlawful discipline or response to social media activity?

Overbroad social media policy?

NLRB & Social Media Policies Analysis of employers’ social media

policies &workplace rules Usual issue: reasonably construed to

prohibit Section 7 activity?

Social Media Policies/NLRA Parameters

Non-Disparagement Provisions?

Social Media Policies/NLRA ParametersProhibiting Unprofessional,

Inappropriate, or Disrespectful Communications?

NLRB Decisions . . . Costco: “damage the Co., defame any individual

or damage any person’s reputation” = BAD Knauz BMW: “No one should be disrespectful or

use profanity or any other language which injures the image or reputation of the ER” = BAD

Costco: requiring “appropriate business decorum” = OK

Social Media Policies/NLRA Parameters

Prohibiting Communications Re: Work-Related Concerns?

Social Media Policies/NLRA Parameters

Confidentiality or Nondisclosure Provisions?

Social Media Policies/NLRA Parameters

Prohibiting Use or Depiction of Company Name, Logo, or Intellectual Property?

Social Media Policies/NLRA Parameters

Prohibit from Identifying Themselves as Employees?

Prohibit from using Employer name, address, or other info on personal profiles?

Note: FTC Guidance

Social Media Policies/NLRA Parameters

Requiring Employee Disclaimers?

Social Media Policies/NLRA Parameters

Employer Disclaimers?

Social Media Policies/NLRA Parameters

Prohibit Employees from pressuring coworkers to connect via social media?

Social Media Policies

Ask: Reasonably construed to restrict Section 7 activity?

Social Media Policies Careful drafting Examples Limiting language

Social Media PoliciesKeep in mind other considerations

DISCLAIMER: No oral or written statement made by BrownWinick attorneys should be interpreted by the recipient as suggesting a need to obtain legal counsel from BrownWinick or any other firm, nor as suggesting a need to take legal action. Do not attempt to solve individual problems upon the basis of general information provided by any BrownWinick attorney, as slight changes in fact situations may cause a material change in legal result.

Megan Erickson Moritzmoritz@brownwinick.com

www.socialnetworkinglawblog.comwww.workplacewise.com Twitter - @erickson_meg

Web: www.brownwinick.com Toll Free Phone: 1-888-282-3515

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