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If your company safeguards its trade secrets but encourages employee social media use, you may want to review a recent California federal court decision.

As I’ve said before, as the days and weeks go by, we will continue to update the analytical framework that you should use to determine whether adverse action taken because of social media activity violates your employees’ right to engage in "protected concerted activity."

Employers are well aware of the various implications that the social media explosion has on the workplace.

A recent "Dear Colleague" letter issued jointly by the U.S. Department of Justice (DOJ) and the Office of Civil Rights of the Department of Education (OCR) places colleges...

Recent news reports that the National Labor Relations Board has accused an employer of violating federal labor law when it discharged an employee for bad-mouthing her boss on her Facebook page is a timely reminder that most employees have extensive protection under federal law, whether or not they are represented by a union.

On June 13, 2013, Nevada's governor signed A.B. 181 to restrict employer access to applicants' and employees' personal password-protected social media accounts, adding to the state's existing anti-discrimination statute that recently was amended to regulate employer use of credit checks in hiring.

The graphic assassination of Turning Point USA founder Charlie Kirk while speaking at Utah Valley University in September 2025 led to an immediate uproar on social media.

The National Labor Relations Board ("Board") issued its second decision on a firing over Facebook posts on Wednesday, December 19, 2012.

It has been almost a year since the first NLRB "Facebook firing" case was filed in Connecticut.

On August 1, 2012, Illinois Governor Pat Quinn signed an amendment to the Illinois Right to Privacy in the Workplace Act (P.A. 097-0875), which prohibits employers from requesting or requiring that employees or job applicants provide the employer with access to the employee's or applicant's social media accounts.

On August 1, 2012, Illinois' governor signed a law (Public Act 097-0875) to make it unlawful for an employer to request or require that an applicant or employee provide any password or other related account information in order to gain or demand access to the account or profile on a social networking website.

As social media continues to pervade our lives, companies have begun creating labor and employment policies placing restrictions on employees’ use of social media.

LinkedIn is the biggest online network of professionals in the world. Many employers encourage staff to use LinkedIn to promote their organisation.

In 2015, I predict an increased focus on employees’ rights regarding their personal social media accounts. Since 2012, individual states have enacted laws prohibiting employers from requesting access to their employees’ (or job applicants’) personal social media accounts.

E-mail can be powerful evidence in a dispute, and whether employers and criminal investigators may use employee e-mail in litigation proceedings is a hot topic. A recent New York federal court decision outlined the current law in this area.

Greater Focus on Security. Per statistics compiled by the United States Occupational Safety and Health administration, homicide is the leading cause of death for women in the workplace.

With the start of the New Year, the laws of four states prohibit employers from requiring job applicants or employees to grant access to their personal password-protected social media accounts.