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
Various labor & employment blogs over the last week have been nearly hyperventilating over another complaint by a regional NLRB office challenging an employer’s practices as it relates to employee use of Facebook.
For anyone who has been tracking the NLRB’s actions, these filings really should come as no surprise anymore.
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Yesterday, I started my recap of the Connecticut Bar Association seminar on social media & employment law that I had the opportunity to speak at.
In today’s post, I’m going to focus on another portion of what NLRB Regional Director Jonathan Kreisberg said at the seminar — something that may impact employers that have
The news came late Monday: The NLRB’s case against an employer for allegedly firing an employee due to a Facebook post had settled. The background of that case can be found in one of my November 2010 posts. The case name is: American Medical Response of Connecticut, Inc., 34-CA-12576.
With all the snow piling up, there’s been a lot I’ve been meaning to get to but haven’t. So, it’s time to bring back the "Quick Hits" feature where I recap some of the employment law tidbits you might have missed recently.
25 years ago nearly to the day, my father donated one of his kidneys to his brother.
What have you done today? Have you done everything you could? Could you have done better?
They may seem like unfair questions after the first sentence.
But tonight is the start of Yom Kippur – a
While the legislative session was a relatively quiet one, a few provisions found in a comprehensive domestic violence bill do have some direct implications for employers in Connecticut and create a new leave provision that will require some attention from human resources personnel. Many employers will be unaffected by the provisions, but those who