The National Labor Relations Board ("NLRB") is spending more time considering social media issues under the National Labor Relations Act (the "Act"). The NLRB’s Acting General Counsel just released a second report on recent social media cases. Employers (union and non-union alike) are covered by the Act and should pay attention to the NLRB’s actions in this evolving area of law.

As we mentioned in a previous post, the National Labor Relations Board ("NLRB") created new posting requirements for employers and then delayed implementation of the posting requirement until January 31, 2012. If you already posted the required notice, you not only have complied with the requirement, but you are ahead of the game. If you did not post the notice, however, you just got a reprieve. NLRB has again delayed the posting requirement until April 30, 2012. But, if you continue to delay posting and assume there will be another extension, this time may be different. President Obama’s recent appointment of two new members of the NLRB may now keep the posting requirement on schedule.