Employee Use of Social Media May Constitute Protected Concerted Activity

This report relates to 7 case(s)

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    Bay Sys Techs., LLC, No. 5-CA-36314, 2011 NLRB LEXIS 395 (Aug. 2, 2011) (0 other reports)

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    Hispanics United of Buffalo, Inc., No. 3-CA-27872, 2011 NLRB LEXIS 503 (A.L.J. Sept. 2, 2011). (0 other reports)

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    JT’s Porch Saloon & Eatery, Ltd., No. 13-CA-46689, 2011 NLRB GCM LEXIS 24 (Jul. 7, 2011) (advisory opinion) (0 other reports)

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    Karl Knauz Motors, Inc., No. 13-CA-46452, 2011 NLRB LEXIS 554 (A.L.J. Sept. 28, 2011) (0 other reports)

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    Lee Enterprises, Inc., d/b/a Arizona Daily Star, No. 28-CA-23267, 2011 NLRB GCM LEXIS 17 (April 21, 2011) (0 other reports)

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    Martin House, No. 34-CA-12950, 2011 NLRB GCM LEXIS 33 (Jul. 19, 2011) (advisory opinion). (0 other reports)

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    Wal-Mart, No. 17-CA-25030, 2011 NLRB GCM LEXIS 34 (Jul. 19, 2011) (advisory opinion) (0 other reports)

Author: Jessica Elichman

Overview

The National Labor Relations Board (NLRB) supports the right of employees to engage in collective action to address workplace issues. This right is grounded in Section 7 of the National Labor Relations Act (NLRA), which provides both union and nonunion employees the right to "engage in concerted activities for the purpose of collective bargaining or other mutual aid or protection." This includes discussions among employees regarding wages, hours and working conditions.