Can a tweet be an unfair labor practice? On November 10, 2021, the Third Circuit Court of Appeals entertained oral arguments to determine just that. The tweet at issue: “[F]irst one of you tries to unionize I swear I’ll send you back to the salt mine.” According to the National Labor Relations Board (“NLRB”), this … Continue reading
During May of 2021, the California Senate passed a law further prohibiting the use of broad confidentiality and nondisparagement provisions in agreements between a company and its employees. The new law expands on a 2018 law inspired by the #metoo movement, which banned settlement agreements preventing an employee from disclosing facts underlying claims for sexual … Continue reading
In the last week of March 2021, a bill was introduced in the California assembly that would require social media platforms to publicly disclose the specific user conduct that will get users temporarily or permanently banned from those sites—including online hate, disinformation, extremism, harassment, and foreign interference.… Continue reading
In recent posts, we have discussed how employee social media use may subject California companies to liability for defamation. Now, a recent California court of appeals case found that social media conduct by out-of-state users was sufficient to establish personal jurisdiction in California courts.… Continue reading
We had previously written about a bill the California legislature passed that would bar a social media company from opening an account for anyone it “actually knows” is under the age of 13, absent parental consent. On September 29, 2020, Governor Newsom vetoed AB-1138. Unsurprisingly, the California legislature did not take action to override the … Continue reading
In September 2020, the California legislature sent a bill to the Governor’s desk which would bar a social media company from opening an account for anyone it “actually knows” is under the age of 13, absent parental consent. The bill, passed with bipartisan support within the legislature, aims to bring social media companies in line … Continue reading
The California court of appeals recently allowed a defamation claim to proceed against a company’s CEO for libelous social media posts made about a former employee after her termination. According to her complaint, the employee had been the company’s only female senior executive during her tenure. Following a brief, rocky stint with the company, the … Continue reading
Social media users may have a reasonable expectation of privacy in their internet browsing data, according to a recent decision of the United States Court of Appeals for the Ninth Circuit Court. Users of a social media platform brought a class action against its owner, alleging that the company tracked users’ browsing histories when they … Continue reading
With the prevalence of employment and labor class action lawsuits, particularly those based on alleged wage and hour violations, the nuances of defending those suits and administering potential settlements are paramount to California employers. One lesser-discussed feature of the class action process is the notice requirement to class members. Throughout the lifespan of the action, … Continue reading
In recent posts, we have discussed how social media use and the enforcement of social media policies can have major implications in wage and hour lawsuits against U.S. employers. Now, a recent case in U.S. District Court in California suggests that social media can also play a role in discrimination suits.… Continue reading
In an August 1, 2019 post titled “Without Proper Enforcement, Even the Strongest Social Media Policies May Not Protect Employers,” we discussed how enforcement of corporate social media policies was paramount to protecting employers from liability stemming from employee violations of that policy. That post discussed how employers must take care not only to formulate … Continue reading
With companies increasingly turning to social media to meet their advertising needs, employers must take a closer look at how they classify social media consultants and freelancers. Although larger companies may have internal social media departments, many small companies contract outside social media consultants who work on an hourly basis. Typically, companies were able to … Continue reading
The use of social media by employees is as fraught as it is widespread, and creates tremendous legal risk for the employer. Indeed, employers are wise to require adherence to a thorough policy regarding employee use of social media both inside and outside of work. The best policies will aim to sidestep potential legal landmines … Continue reading