In an earlier post, I wrote about the NLRB’s most recent social media decision. In that case, the NLRB held that Triple Play Sports Bar and Grille’s termination of two employees for their participation in a profanity-laced Facebook discussion about Triple Play’s owners violated the employees’ right to engage in “protected, concerted” activity under
NLRB: Facebook “Like” is Protected, Concerted Activity Under the Labor Act
The NLRB recently issued another case on employer social media policies, ruling that clicking Facebook’s “Like” button can constitute “protected, concerted” employee activity under the National Labor Relations Act (NLRA).
A former employee of Triple Play Sports Bar and Grille, a non-union employer in Watertown, Connecticut, was upset that Triple Play’s owners had under-withheld her