Abstract
The Ninth Circuit Court of Appeals recently issued a decision protecting the right of an employee to post critical comments about his employer on a website. The court found that the employer’s discipline was an unfair labor practice prohibited by federal labor law because it was “concerted activity” protected by the National Labor Relations Act (NLRA). Employers wishing to discipline employees for their public blogging activity should be familiar with the protections provided by the NLRA. This Article explores the consequences for violating the Act and addresses what employers should consider when attempting to limit employee blogging.
First Page
11
Recommended Citation
Carson Strege-Flora,
Wait! Don't Fire That Blogger! What Limits Does Labor Law Impose on Employer Regulation of Employee Blogs?,
2 Shidler J. L. Com. & Tech.
11
(2005).
Available at:
https://digitalcommons.law.uw.edu/wjlta/vol2/iss3/2