国家劳动关系委员会(“NLRB” or “Board”)最近对康涅狄格州的一辆救护车服务提出投诉,指控它非法解雇一名雇员,因为该雇员在其Facebook页面上发布了有关其主管的负面评论。 NLRB还挑战了雇主’的博客和互联网政策,声称根据《国家劳动关系法》(以下简称““Act”). The 法案 protects the right of all workers, both union and non-union, to communicate with one another about wages, hours, and other terms and conditions of employment, and prohibits employers from taking action against employees for having engaged in such “protected 协同活动.”

根据NLRB’在公司的投诉中,Dawnmarie Souza被要求准备事件报告,因为该公司收到了有关她的客户投诉。 一位上司否认了苏扎女士’的工会Teamsters Local 443要求其完成报告。 The 板 also alleges that the supervisor threatened Ms. Souza with discipline because of her request for union representation.

当天晚些时候,Souza女士在自己的时间上并使用自己的计算机在她的Facebook页面上发布了有关该主管的负面评论。 为了支持Souza女士,她的同事们还在同一页面上发表了有关主管的负面评论。 该公司仅在三周后解雇了Souza女士,NLRB声称这样做是因为她违反了公司’s Internet policy. 然而,雇主辩称,苏扎女士是基于对其行为的若干严重投诉而解雇的。 

经过调查,NLRB’哈特福德办事处确定Facebook帖子是“protected 协同活动.” In addition, the 板 viewed the company’s Internet and blogging policy, which barred employees from making disparaging remarks when discussing the company or a supervisor and which prohibited employees from depicting the company online without company approval, as a violation of the 法案. NLRB行政法法官将在1月审理此案。

在做出决定之前,与该案有关的所有事实,包括公司’的互联网和博客政策将不会公开提供。 The 板’然而,我们的立场是该政策使员工感到不寒而栗’ rights under the 法案 by barring employees from making any disparaging remarks or depicting the company in any way on the Internet without prior permission. Such policies are bound to be viewed as overly restrictive by the 板, especially because employees would generally be protected if they engaged in the same sort of behavior on their own time in any public forum.

这不是董事会第一次仔细检查社交媒体政策是否侵犯员工权利。 2009年12月4日,NLRB’总法律顾问办公室发布了一份建议备忘录,分析了Sears Holdings通过的一项社交媒体政策,该政策禁止员工使用社交媒体贬低他人“a company’s or competitor’产品,服务,高管领导层,员工,战略和业务前景,”讨论机密和专有信息,或进行明确的性推荐。 The Office of General Counsel found this policy was permissible because a reasonable employee, viewing the policy as a whole, would not believe it limited conduct受该法案保护。 

现在,每个雇主,无论是否有工会,都必须注意,NLRB将重点检查雇主’努力限制员工’社交媒体的使用,挑战那些他们认为可能削弱员工共同行动以投诉或解决工作问题的权利的人。 因此,雇主应分析其社交媒体政策,以确保雇员的限制范围不至于干扰或削弱这种雇员的权利。 尽管雇主可以限制机密和专有信息的披露并要求遵守其骚扰政策,但它不能禁止员工在社交媒体网站上与其他员工讨论雇主,至少在这种讨论可能的地方“concerted activity”受该法案保护。