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dc.contributor.author O'Brien, Christine Neylon
dc.date.accessioned 2014-04-11T20:47:30Z
dc.date.available 2014-04-11T20:47:30Z
dc.date.issued 2014-03-15
dc.identifier.citation 337 Or.L. Rev. (2013) en_US
dc.identifier.issn 0196-2043
dc.identifier.uri http://hdl.handle.net/1794/16079
dc.description 44 pages en_US
dc.description.abstract Social media has profoundly changed communications for our personal and professional lives, from social networking to job searching, to social movements and more. Facebook, Twitter, LinkedIn, Pinterest, Tumblr, Instagram, blogs, and other emerging social media platforms have redefined our methods and means for speech, interaction, and connection. Computers, e-readers, and smartphones are the means for this intense multi-platform engagement in social media. This engagement results in the blurring of work and personal time, on work and personal equipment, and accounts. The already complex employment relationship is further complicated as companies seek to protect their brand, trade secrets, and employee communications by publishing social media policies. In the context of unfair labor practice cases, the National Labor Relations Board has reviewed social media policies and other employer actions that interfere with employees’ rights that apply whether employees are in a union or not. This article outlines the top ten cases in this area to instruct employers and employees on what policies and comments are lawful or protected. The cases encompass employer policies that employees would reasonably perceive to infringe upon their rights to engage in protected concerted activities, and instances where employees are disciplined or discharged for engaging in protected activity. en_US
dc.language.iso en_US en_US
dc.publisher University of Oregon School of Law en_US
dc.rights All Rights Reserved. en_US
dc.subject Social media en_US
dc.subject Employment law en_US
dc.title The Top Ten NLRB Cases on Facebook Firings and Employer Social Media Policies en_US
dc.type Article en_US


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