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For employers with union employees (like Costco), you will want to pay attention to the NLRB decision as you may have to update your social media policy too. Because the NLRB gave little guidance on what is a proper policy, you may have to work with an employment attorney in shaping the best policy for your business.

For other employers, you should be aware that the NLRA may still affect you if the employees are engaged in “concerted activity.” So you cannot ignore the NLRB’s decision completely.

So if you have a social media policy, and you are unsure if it is enforceable, it may be worthwhile to talk to an employment attorney to determine if it is valid.

Source: FindLaw.com

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