If you want to restrict employees’ political activities or public comment, any restriction must be a reasonable and lawful direction.

The rise of social media has given employees a greater ability to share their views with the world on a range of matters, including grievances about their employment. This can sometimes even extend to purporting to represent their employer on matters of controversy.

Restrictions on political activities or public comment by employees might seem to be […]

The National Labor Relations Board this morning released its aptly-named Purple Communications decision, 361 NLRB No. 126, available here. Last May, the Board announced that in connection with its review of the administrative law judge’s decision in Purple Communications, it would re-examine whether employers may bar employee use of company email for union organizing and other collective purposes. In its 2007 Register Guard decision, the NLRB permitted employers to bar such communications, holding that […]