Nlb Case Study

1. The NLRB has made findings regarding the use of employee posts on Social Media sites to discipline or terminate those employees. Typically these cases occur when an employee posts “negative” information about their current employer or boss. Sometimes these are “public” and other times the employer uses “spies” or “fake friending” to see the Facebook page of the employee.

The case I found if about a non-union retail show owner Betty Page in San Francisco, who terminated the three of her employees due to their public posting of work issues on Facebook. The issue started with some employees expressing mismanagement and late closing hours in an unsafe neighborhood where harassment occurs by local street people. This concern was brought to
The issue was between the store manager and the employees but the owner should have stepped in on hearing of the late closing hours in the neighborhood. An employee from any company can have negative feelings toward their workplace and vent their feelings to friends and posting them on Facebook is definitely a more broad method of venting but it’s an activity that cannot be monitored closely and reprimanded, as it is a form of freedom of speech.

3. Assume this case happened at a place you have worked in the past, or where you work now (or want to work.) Give an example of how the decision in the case above could lead to better or worse employee relations in your company.

Currently the position I work for, I must deal with a tough manager and I vent about it on my personal time at home but never on Facebook (he is on there). It is not professional where the employer hears about my dislikes on a social media but should be brought up in a face-to-face meeting to address and solve issues. The above-mentioned decision decreases employment morale of the workers as the manager and owner did not handle the situation correctly. Since there was a strain between the manager and employee, I wouldn’t know how they would work together again. It would be better if one of the parties looked for a different position or a different department within
Rather some employees find a different reason even if it is small to base a reason and fire the employees. But when a ruling has occurred where the actions have to reversed, it is best if the employer takes a moment and reaches out the employees to speak to them personally, explaining the reasons or giving apologetic responses. There needs be a clear way to solve the reason this issue happened and why it lead to the termination and different rules need to be set. An employee handout book is a one way of doing this, by stating the rules of the