--- title: HR Informant | working conditions description: working conditions | Want to know what is the hottest and latest employment law and HR trends and topics? 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[HR Login](http://www.thinkhr.com/hrhotline/login.php) - [Payroll Login](https://iop.intuit.com/login/aclogin.jsf) - 1-888-353-2976 ![HR Allen Consulting Services](https://promotion-payroll-hr.pinnaclehro.com/hs-fs/file-2109694015-jpg/images/mike.blog.final.jpg?width=990&height=198&name=mike.blog.final.jpg) ## [More Social Media Guidance From the NLRB](https://promotion-payroll-hr.pinnaclehro.com/human-resources-articles/bid/71685/More-Social-Media-Guidance-From-the-NLRB?hsLang=en-us) [Posted on Wed, Jan 25, 2012](https://promotion-payroll-hr.pinnaclehro.com/human-resources-articles/author/michael-allen) - [Tweet](https://twitter.com/share) In 2011, the National Labor Relations Board (NLRB) increased its oversight activity relating to employer disciplinary actions for social media postings made by employees. HR Watchdog blogged frequently in 2011 on the [NLRB’s activity](http://calchamber.typepad.com/hrwatchdog/2011/09/nlrb-judge-finds-firings-based-on-facebook-posting-unlawful.html) in this area.  Yesterday, the [NLRB’s General Counsel](http://www.nlrb.gov/news/acting-general-counsel-issues-second-social-media-report) issued its second report describing 14 social media cases reviewed by its office. The NLRB’s [first report](http://mynlrb.nlrb.gov/link/document.aspx/09031d458056e743) on 14 other social media cases was released in August, 2011.  The purpose of this [second report](http://mynlrb.nlrb.gov/link/document.aspx/09031d45807d6567), as stated by the NLRB, is to provide further guidance to labor and employment law practitioners and HR professionals — many of whom grapple with how to handle employees who use social media to air workplace complaints or simply bad-mouth the company.  Seven of these 14 cases involve questions about an employer’s social media policies. Five of the social media policies were found to be overly broad and unlawful.  The problem occurs when a social media is written so broadly that it prohibits employees from discussing wages or working conditions. Employees, in both union and nonunion workplaces, have the right under Section 7 of the National Labor Relations Act (NLRA) to engage in concerted activities, including discussing working conditions, pay or other work-related issues.  If those discussions occur using social media accounts (such as an employee’s Facebook or Twitter account), the discussions may be protected under the NLRA. The NLRB also stated that it intends to develop a practice of tracking all social media cases and developing a consistent approach. The Acting General counsel asked all regional offices to send cases which they believe to be meritorious to the NLRB’s Division of Advice in Washington, D.C. The NLRB noted that its report represents its “interpretation” of the NLRA as it applies to social media communications and that some of these decisions are currently pending before the Board. The Board’s eventual determinations in those pending cases will provide further guidance as the law develops. 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