In the lastest issue of ISBA's Labor and Employment Law newsletter, Michael K. Chropowicz looks at recent NLRB rulings applying the National Labor Relations Act to employer social media policies. "What," he asks, "should management and their counsel know in light of the Board’s recent decisions?

"First, policies which explicitly restrict Section 7 protected activity are categorically invalid," he writes. "Second, any social media policy should be narrowly tailored, avoiding overly broad or ambiguous language. Ambiguous rules will be construed against the employer."

Read his article and find out more.