NATIONAL LABOR RELATIONS

National Labor Relations Board and Social Media

National Labor Relations Board and Social Media

Introduction

The National Labor Relations Board (NLRB) is an independent agency of the federal American responsible for conducting elections union and investigates illegal practices in the workplace. It consists of five members and a General Counsel (General Counsel), all appointed by the U.S. President with the consent of the Senate. It was founded in 1934 during the New Deal by Executive Order 6763 of Franklin Delano Roosevelt (Pickle, 2010).

Thesis statement

The papers discuss about the National Labor Relations Board and Social media policies.

General Principles

Under the principle of NLRB, their general counselor and agency prosecutor has decided for when to challenge the employer conduct as unlawful, whereas the board also takes decision on whether or not the conduct is unlawful though concluding that other conduct is lawful. In recent months, the National Labor Relations Board (“NLRB”) has been hearing an increasing number of cases alleging Section 7 violations as it pertains to Social Media policies and resulting discipline and discharge. Thus, this paper also highlights the cases due to which NLRB has to take actions against it. It also presents the reason behind as why the general council has challenged some of the employer conduct that was related to social media declaring as unlawful. Thus, it makes any of the principle clear regarding social media policies:

Firstly, the employees whether in union or non-union working place have the authorized right for using social media as the union protected movement, such as passing statements that creates negativity relating to the working conditions through using languages which are taken as offensive, defamatory and harassing.

Secondly, all such actions that are taken as unlawful to limit the employees right for the use of social media can be violate by the workplace policy, even if such policy was never enforced

Thirdly, the statements of the employee's social media are protected in case if they are made with other employees or on behalf of those employees and even if put an effort to stimulate concerns of the group regarding working conditions and bringing them to the management.

Fourthly, discharging under an unlawful social media policy is not marked unlawful, thus the employee needs to prove that his or her actions relating to social media conduct were protected

Discipline and Discharge for Social Media Statements and Conduct

It was being discussed by the General Counsel Solomon, the cases where an employee was terminated because of his or her action on social media that were taken as unlawful. Thus, this distinction determines as whether the general counsel will move to take it as a challenge against the employer actions and declaring whether the employees conduct that is involved in protecting unprotected individual gripes or “concerted” activities.

In recent months, there have been a number of cases involving the issue of pubic expressions in social media (social media). The National Labor Relations Board ('Board') has been involved with 14 companies where he has been disputing the ...