According to a second report on social media cases issued by the Acting General Counsel of the federal National Labor Relations Board (NLRB) earlier this year (the first report was issued in August 2011), the federal National Labor Relations Act (NLRA) does not permit many of the provisions typically contained in social media policies. Employers therefore must consider updating their social media policies for compliance with the NLRA (and/or should consider adopting compliant social media policies in the event they have not done so yet).
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