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Am Law 100 firm with practices in Business, Digital Assets and Data Management, Intellectual Property, Labor & Employment, Litigation and Tax.

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Jonathan Forster Presents at Ameritas Pinnacle Group Meeting

Blockchain Monitor

Blockchain Monitor - Planet earth in outer space with network connection and sunlight.

Weekly Blockchain Blog – June 30, 2025

Amy Ralph Mudge Participates in Pre-Conference Social Media Advertising Workshop

Efforts to Expand Mini-WARN Acts’ Requirements Underscore the Importance of Knowing State-Level, Post-Sale Obligations Relating to a Plant Closing or a Mass Layoff (<em>Employee Relations Law Journal</em>)

Amidst global unrest, elections season, and a divided political landscape, employees are turning to social media platforms now more than ever to express their opinions. It is critical for an organization to maintain a positive outward brand. Your organization’s reputation can easily be tarnished by an employee’s social media activity. A single post can create incredible unrest amongst employees. All of this and more begs the question – from a labor and employment perspective, how much control does an employer have over an employee’s social media activity? Is the First Amendment implicated? What state laws come into play? How does “at will” employment impact rules or policies an employer can enforce surrounding social media usage? And what does the NLRB have to say about all of this?

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Join us for a webinar on November 16 to learn more about how to manage employee use of social media. We will cover the NLRB perspective, what laws apply to private employers and best practices for handling challenging scenarios.

Pending approval for 1.0 hour of CLE credit in CA, FL, GA, NY, PA, and TX. Other states may be available upon request.

Webinar: Tag This: Managing Employee Social Media Use Outside the Workplace

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