Discharged for Face Book Comments

Case Study 8-1

MGMT 375 David Cawthon

Swartz

In this paper I will prepare an analysis of Case Study 8-1 (Discharged for Facebook Comments), page 377 in our textbook Mgmt 375, Labor Relations. The first portion of this Case Study I will analyze is question one. I will determine if this employer had any legal right to discipline or discharge an employee for comments the employee made about the company. The second part of my analysis will be concerning question two on page 377, Case Study 8-1 (Discharged for Facebook Comments). This question ask if you were representing the company in this case and the NLRB regional director asked if you would be willing to settle the union’s charges voluntarily, would you insist on your legal right to a formal NLRB hearing on the charges? The third portion of this Case Study I will analyze is question three on page 377. I will answer the questions did the company commit an unfair labor practice by discharging the employee for her Facebook postings, denying the employee an opportunity to meet with her local union representative during an investigatory meeting with her supervisor, and was the companies enforcing an overly broad blogging and Internet policy.

This paragraph will answer question one on page 377 of Case Study 8-1. I will determine if the company had a legal right to discipline or discharge an employee for comments the employee made about the company on Facebook. To determine if the company had a legal right to discipline this employee I found a similar case that brought to the NLRB. In Re American Medical Response of Connecticut, Inc. The NLRB filed an unfair labor practice charge against AMR, asserting that the company’s suspension and termination of an employee who posted disparaging comments about her supervisor violated the NLRA. The employee had requested union...