May. 15 2012

Social Media and the NLRA: Important Information for Employers

Topics: CDF News & Events

On Thursday, May 24 at 10:00 a.m. PDT, CDF Partner Mark Spring will be presenting a complimentary webinar on Social Media and the NLRA.  The NLRB has taken an aggressive position in protecting employees who post negative and derogatory comments on social media about their employers and/or supervisors.  They are issuing complaints against union and non-union companies. Do you know if your social media policy complies with the NLRB's broad view of "protected concerted activity" on the internet?  This webinar will help you understand when it is okay for employers to discipline employees for inappropriate social media activity and when such activity is protected by the National Labor Relations Act.  We will also provide information and guidance on how employers should consider drafting and/or modifying their written social media policies so that they are in the best position if the NLRB challenges their policy or a decision made pursuant to the policy.  Finally, time permitting, we will also discuss some bonus practical advice for California employers who have employees using smart phones and other similar portable devices as part of their job function.  We hope you will join us for this informative webinar.  To register, click here

About CDF

For over 20 years, CDF has distinguished itself as one of the top employment, labor and immigration firms in California, representing employers in single-plaintiff and class action lawsuits and advising employers on related legal compliance and risk avoidance. We cover the state, with five locations from Sacramento to San Diego.

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About the Editor

Robin Largent represents employers, including major food and retail companies, in all types of employment litigation: wrongful termination, retaliation, breach of contract, wage and hour (California Labor Code) and unfair competition. She also regularly counsels and advises California employers on issues of compliance with California and federal employment laws.
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