The use of social media in the workplace and even beyond the workplace has gotten to be pretty confusing. I am not even sure I can make sense of the social media policy mess. Some of the attorneys I know cannot make sense of some of it either, especially with the machinations of the National Labor Relations Board. So I am going to refer you some of the blog posts that have been written on the matter as well as a few other posts on the legalities of social media.
- NLRB’s position on social media policies remains a bungled mess. From Jon Hyman this is an excellent analysis of what a mass of confusion has been caused by the NLRB. Read this one for certain.
- Breaking: New NLRB Guidance on Social Media Policies by Dan Schwartz provides a quick summary and a link to download the NLRB “guidance.”
- Want a labor-law-legal social media policy? Bookmark this, I guess. Eric B. Meyer provides more detail in his analysis.
- The NLRB Is Laughing All the Way to the Bank by Molly DiBianca takes a “shove it” approach to what the NLRB is doing. In fact she pointed out that the consequences of having a bad policy is that you will have to change it, after of course you go to court, but lawyers are cheap these days. (LOL)
- Accessing Employees’ Social Media: New Statutory Restrictions. Attorney Joyce Mocek ventures into social media passwords and tells us about Maryland’s law, in what will undoubtedly be a growing list of states. It is important to note that there are some (a few anyway) provisions that protect employer interests.
- And from Mike Vandervort we get to see the NLRB’s own social media policy at NLRB social media policy. Apparently they don’t follow their own guidance.
- Lastly there is Who Owns Social Media? Risk Management? From Social Fish this post asks who within a company owns social media? Marketing, HR or Risk Management?
So check this blog posts out and see if you have any more insight into this mess than these fine minds.