A recently-surfaced Advice Memorandum from the National Labor Board’s (NLRB’s) Office of the General Counsel opined that an employer
social media policy prohibiting employees from photographing or video recording
the employer’s facility unlawfully interfered with employees’ Section 7
rights. Before you run to revise any policies
with a similar prohibition, we encourage you to take a deep breath and consider
the consequences.
Many employers serve vulnerable populations, such as the
elderly, the intellectually disabled, or those with mental health
disabilities. In these contexts, HIPAA
precludes employers and employees from publishing information that makes clients
identifiable without their written authorization (which must be annually
renewed). Other employers are in the
business of developing novel technologies or systems. It may be necessary for these employers to
have policies precluding photographs and video recordings in the workplace in
order to demonstrate that they are taking necessary steps to adequately protect
confidential and trade secret information, which itself is a challenging task
in today’s plugged-in world. For
employers like these, the consequences of failing to have policies
to protect information are probably worse than the consequences of
failing to change policies based on the latest word from the NLRB.
Employers certainly need to stay abreast of the direction the NLRB
is moving when it comes to social media policies. Keep in mind, however, that the NLRB generally analyzes specific
policies at specific workplaces in their specific context. If your workplace is a hot bed of organizing
activity or rife with disgruntled employees, keying in to the headaches that might be caused if the NLRB doesn’t like your policies probably makes sense. On the other hand, if you have vulnerable clients,
trade secret information to protect, or other well-thought-out reasons to limit photography or videography in the workplace, you may be justified in keeping policies in place that restrict
the dissemination of protected or confidential information --at least for now.
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