Monday, December 17, 2012 at 11:13AM 
Do your company’s tweets have a boatload of followers? We hope so, but who are they following—your business or the employee who created your Twitter account?
Monday, June 18, 2012 at 09:06AM 
It seems that the law is always two steps behind technology. The NLRB has issued two previous guidance documents covering social media policies. Those statements focused primarily on policy provisions that were likely to violate the NLRA, and offered minimal guidance on what lawful policies may look like. This lack of positive guidance often left employers wondering whether their social media polices would pass NLRB muster. However, on May 30, 2012 the NLRB’s Acting General Counsel issued his third guidance memo on social media, and in it provided, for the first time, an example of a social media policy that was acceptable in its entirety (the second memo identified lawful polices but none of those polices were social media policies).
Tuesday, February 14, 2012 at 11:39AM 
Social media policies remain a "hot topic" for most employers. The NLRB's Acting General Counsel recently released a second report (the first report was issued back in August, 2011) discussing 14 recent social media cases. In 5 of the 7 employee termination cases discussed in the report, the NLRB found that the employer's social media, or other related policies, were unlawful. In other words, the report reaffirmed that the Board will find employer policies that curtail workers' ability to discuss their wages, hours, and working conditions online to be unlawful.
Friday, December 9, 2011 at 12:30PM Verrill Dana attorneys Matt Bahl and Richard Moon had an article published in the December edition of HR Advisor, a national publication providing legal and practical guidance to employers. The article, titled Using Social Media In The Hiring Process: Legal Landmines, Practical Tips, and Bad Hires (oh my!), provides employers with an overview of the legal risks they face in using social media to vet potential hires. The article also offers practical advice to minimize legal risk when using social media in the hiring process.
