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In Concerted Activity When Employees Are Protected And When They Aren’t

Concerted activity is the term that defines the activities private employees are permitted to partake in without fear of being retaliated against, reprimanded, disciplined or facing any other adverse employment action. This includes discussing your working conditions or anything related to your employer or work on social media.<br><br>If you have been fired over a social media post or have faced any other form of an adverse employment action, do not hesitate to speak to Los Angeles employment law attorney at the Rager law firm.<br><br>For more info visit a:https://www.ragerlawoffices.com/practice-area/employment-law/<br>

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In Concerted Activity When Employees Are Protected And When They Aren’t

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  1. In Concerted Activity When Employees Are Protected And When They Aren’t

  2. Concerted activity is the term that defines the activities private employees are permitted to partake in without fear of being retaliated against, reprimanded, disciplined or facing any other adverse employment action. This includes discussing your working conditions or anything related to your employer or work on social media.

  3. WHEN EMPLOYEES ARE PROTECTED IN WHAT THEY POST ON SOCIAL MEDIA “Under the Barack Obama administration, the National Labor Relations established a social media policy that protects private employees in regards to their social media activity,” Board (NLRB)

  4. WHAT TYPES OF CONCERTED ACTIVITY IS PROTECTED BY THE NLRB Few factors will be taken into account to determine whether or not an employee has engaged in “concerted activity” when discussing his/her work or employer on social media. Employee is protected in what he or she posts on Facebook, Twitter, Instagram and other social media sites as long as that employee is posting publicly or discussing with another employee the terms, conditions, privileges, and benefits of their employment, including but not limited to the hiring process, wages, working conditions, work environment, promotions, and other work-related things.

  5. NLRB’S PROTECTIONS UNDER THE TRUMP ADMINISTRATION Do keep in mind that the NLRB’s social media protections do not extend to public employees, who can still be protected under the First Amendment in their social media posts. There is a different set of regulations and laws that exist for public employees, as, for example, they are not permitted to show bias or discrimination in their social media posts because such employees have the duty to serve all people in the community regardless of gender, age, race, national origin, sexual orientation, and other protected characteristics.

  6. If you have been fired over a social media post or have faced any other form of an adverse employment action, do not hesitate to speak to our Los Angeles employment law attorney. Call at 310-527-6994 to discuss the details of your particular case and arrange a free case consultation.

  7. Change the icons to fit the purpose of your presentation. Contact Rager LawCall: 310-740-9890 Address: 1055 West 7th Street Los Angeles, CA 90017 Website: https://www.ragerlawoffices.com/contact/

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