NLRB and Social Media

NLRB and social media

2a. Compare and contrast the implications of the NLRB decisions on the use of social media for managers and line employees. Provide details.

2b. What strategies or policies might you implement as a manager in association with the human resources department o address the use and abuse of social media in the workplace? Provide at least three examples and explain your reason for selecting these strategies.

Use at least two sources from the module’s background readings/material and your own research to support your response. Please cite within the body of your work.

Required Reading:
Magladi, J. A., Sales, J. S., & Cameron, E. A. (2018). How the NLRB’s decisions in cases involving social media are narrowing the definition of concerted activity… whether employees “like” it or not. University of Toledo Law Review, 49(2). 233-264. Retrieved from EBSCO multi-search database in the TUW Library.

Optional Reading:

Schlag, C. (2013). The NLRB’s social media guidelines a lose-lose: why the NLRB’s stance on social media fails to fully address employer’s concerns and dilutes employee protections Cornell HR Review. 1-8. Retrieved from EBSCO Multi-source database in the Touro Library.
Note: Although dated, this article provides a good foundation for the discussion topic and the Magladi, Sales, & Cameron reading.

Bossler, M. (2019). The rise in orientation at collective bargaining without a formal contract. Industrial Relations, 58(1). 17-45. Retrieved from EBSCO multi-search database in the TUW Library.

Dahl, M. (2016). Breaking the labor union logjam. Human Capital. 19(11). 54-58. Retrieved from EBSCO multi-search database in the TUW Library.

Required Video:
BLR. (2013, November 15). Social media policies and NLRB: What employers need to know [Video file]. Retrieved from (6:00)

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