My colleague Gary Starr returns today with a decision from the Second Circuit (which covers Connecticut) that may just surprise you. Then again, if you’ve been following this line of reasoning, perhaps not.
There are outer limits to insulting speech, but a recent decision seems to indicate that it is really really far out there.
I’ll admit something that might seem a little unusual and ironic: I’ve grown a bit tired about writing about the NLRB and social media.
Perhaps, it’s because I’ve seen too many law firms and lawyers issuing newsletters, blog posts, and alerts each time the NLRB says something, anything, about social media.
A confession.
I’m a little tired about writing about social media and labor law. Perhaps you are a little tired about reading about it too.
Unfortunately for us both, expect a lot more about it over the next years because the National Labor Relations Board has social media in its sights and its not
For a while now, there’s been a lot of chatter about the NLRB’s take on social media and whether employees’ use of Facebook could be “protected concerted activity”. I’ve done many recaps including here and here.
Now, for the first time, an administrative law judge (in Hispanics United of Buffalo) has found that employees’
Last fall, the NLRB made headlines when it brought a complaint against a Connecticut employer for disciplining an employee for her Facebook posts. Back then, some commentators wondered what the limits were going to be.
But over the last few weeks, quietly, we’ve been getting some