Employers increasingly are adopting social networking policies regulating employee communications on Facebook, Linkedin, Plaxo and other social medial sites. While appropriate use of these and other similar policies can be a critical for many businesses to control improper use of sensitive information, productivity or other critical business functions, a recent National Labor Relations Board (NLRB) settlement highlights the need for employers also to use caution when drafting and applying these and other policies regulating employee communications to avoid violating Federal labor laws protecting worker organization rights.
