NLRB strikes down yet another Social Media Policy, this time it is Georgia-Pacific’s policy that must be revised

January 24, 2014 at 8:14 pm | Posted in Employee, Employer, Employment Law, Facebook, Legal, Social Media/Social Networking, union | Leave a comment
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The NLRB has reached a settlement with Georgia Pacific regarding the Company’s Social Media Policy.  Georgia Pacific’s Social Media Policy had prohibited employees from sharing “personal information” such as wages/compensation, hours, and other “terms and conditions of employment.”  Georgia Pacific must now post a notice, approved by the Regional Director of the NLRB, telling the Company’s employees about their rights to:

1.  Form, joint or assist a union;

2.  Choose a representative to bargain with Georgia Pacific on the employee’s behalf;

3.  Act together with other employees for the employees’ benefit and protection;

4.  Choose not to engage in any of these protected activities.

Take a look at the notice that must be posted:

Georgia Pacific must also post information that it will NOT issue policies that interfere with the employees’ right to share information relating to wages, hours, and other terms and conditions of employment with other employees, including on social media sites.

Social Media issues continue to be a hot topic, evolving it seems on a weekly basis.  Take out your policy, review the policy, and examine how far your policy goes in limiting the information employees can share.

The above is not legal advice nor is this posting the creation of an attorney client relationship between the Sensenig Law Firm and the reader.

Employers get yet another reprieve from the NLRB posting requirement

April 25, 2012 at 1:56 am | Posted in Uncategorized | Leave a comment
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Just last week, the D.C. Circuit Court issued an injunction delaying the effective date of the NLRB’s Final Rule requiring most employers to post a notice of employee rights in their workplaces. The Final Rule was initially scheduled to take effect on the last of April 2012.  The D.C. Circuit Court’s ruling postpones the posting requirement indefinitely.  

With an active NLRB under President Obama’s administration, this is not a dead issue and we will hear about it again soon.  In the meantime, employers need to be sure to have their other mandatory postings up to date, including a current minimum wage rate poster as the Department of Labor has been active in visiting employers to review compliance with the posting requirements.  


New posting requirement with a June 21, 2010 deadline

May 27, 2010 at 3:09 pm | Posted in Employee, Employer, Employment Law, Legal, New employment laws/amendments, union | 1 Comment
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Federal contractors and subcontractors (except for acquisition contracts worth less than $100,000 and subcontracts worth less than $10,000) have until June 21, 2010, to post a new notice telling their employees about their rights under the National Labor Relations Act (NLRA).  FYI, the National Labor Relations Act is the federal law governing the relationships between private sector employers and unions.

The new mandatory posting describes the rights of employees to organize into unions and to collectively bargain for a contract with their employer. The posting also describes both union and employer conduct that could be found to be unlawful interference with employee rights. For the benefit of employees, the posting provides a phone number for the National Labor Relations Board for employees to call if they believe their rights have been violated.

The required posting for covered employers can be found at

A helpful Fact Sheet published by the U.S. Department of Labor can be found at

Background information and additional helpful links can be found at

Unlike other mandatory postings required by the Department of Labor, the size, color, or content of the new posting cannot be altered. You must print the poster on 11 x 17 inch paper , or if you download the 11 x 8.5 inch version, you must print it in the mandatory two-page format and not shrink or alter it to fit on page. For now, this posting will be tacked on beside the “all-in-one” poster that most of you likely have.

A reader’s review of the above information does not establish an attorney client relationship between the reader and the Sensenig Law Firm, P.A. The above information is not legal advice and should not be relied upon as such.

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