Lexology.com
Foley & Lardner LLP
Scott Callen
USA
April 18 2011
Employees continue to file suits challenging company social media handbook policies and companies who discipline employee use of online tools like LinkedIn and Facebook. The New York Times recently reported, and various other media reports indicate, that absent a settlement, the National Labor Relations Board (NLRB) plans to commence a legal proceeding challenging a company's social media policies and response (possible verbal reprimand) involving an employee's Twitter post related to the company's cooperation with union members.
The National Labor Relations Act (NLRA) is a federal labor law that prohibits companies from violating a worker's federally protected right to engage in concerted, protected activity with co-workers to improve working conditions. The NLRB will commence legal proceedings claiming the company improperly restricted the employee's right to use Twitter to discuss working conditions with co-workers and implemented an unlawful social media policy that chilled employees' rights to discuss working conditions, which the NLRB will assert is a violation of Section 8(a)1 of the NLRA.
Full Story: http://www.lexology.com/library/detail.aspx?g=dded1225-0d5a-4e58-a773-0420eec7a11e&utm_source=Lexology+Daily+Newsfeed&utm_medium=HTML+email+-+Body+-+Federal+section&utm_campaign=Lexology+subscriber+daily+feed&utm_content=Lexology+Daily+Newsfeed+2011-04-21&utm_term=
Showing posts with label LinkedIn. Show all posts
Showing posts with label LinkedIn. Show all posts
Monday, April 25, 2011
Monday, February 28, 2011
LinkedIn Referral Policies Could Raise Legal Rift
Workforce.com
LinkedIn recommendations are a Catch-22 for companies: preventing employees from writing them could lead to dissent but allowing them raises legal concerns. By Ed Frauenheim
February 2011
The recommendations on LinkedIn pages are usually pretty straightforward: current and former business colleagues tout the person’s skills and experience.
But these online testimonials are anything but simple for companies. On one hand, allowing employees to write recommendations for current or former co-workers raises legal risks, especially for financial services firms. On the other hand, muzzling workers might smack of censorship and create resentment.
“Companies attempting to ban employees from writing LinkedIn recommendations are going to appear overly controlling and out of touch,” says Jennifer Benz, founder of San Francisco-based consulting firm Benz Communications. “Aside from being unnecessary and harsh, trying to enforce a policy like that is a poor use of resources.”
Full Story: http://www.workforce.com/section/recruiting-staffing/feature/linkedin-referral-policies-could-raise-legal-rift/index.html
LinkedIn recommendations are a Catch-22 for companies: preventing employees from writing them could lead to dissent but allowing them raises legal concerns. By Ed Frauenheim
February 2011
The recommendations on LinkedIn pages are usually pretty straightforward: current and former business colleagues tout the person’s skills and experience.
But these online testimonials are anything but simple for companies. On one hand, allowing employees to write recommendations for current or former co-workers raises legal risks, especially for financial services firms. On the other hand, muzzling workers might smack of censorship and create resentment.
“Companies attempting to ban employees from writing LinkedIn recommendations are going to appear overly controlling and out of touch,” says Jennifer Benz, founder of San Francisco-based consulting firm Benz Communications. “Aside from being unnecessary and harsh, trying to enforce a policy like that is a poor use of resources.”
Full Story: http://www.workforce.com/section/recruiting-staffing/feature/linkedin-referral-policies-could-raise-legal-rift/index.html
Subscribe to:
Posts (Atom)