Nlb Case
Discussion 1.
NLRB has made an investigative research about employees and their posts in Social Media sites which are connected with their termination prospects. Generally employees post negative information about their company, seniors or boss which impact wrongful information about the company and leads to termination of such employees. For example there are several cases outlined initial case was of Rain City Contractors, Inc in Lakewood, Washington where 5 employees were fired and the reason they were fired was of as they posted a video in youtube.com related with their hazardous working conditions (Boudreaux, 2012).
Discussion 2.
Yes, I agree with the NLRB decision as in this video NLRB took their side and concern because this video …show more content…
Employee has to work upon certain code of conduct exemplified by their employees and these policies help employees to get better relation with its employer. In these policies company need to be make employees aware of all the conditions, do’s and don’ts with the appropriate conditions and examples so that it will be act as prima facie for employees. It is said “companies need to make clear what is acceptable and what is not acceptable, with examples if necessary” (DeCenzo, Robbins, 2012). Ceratin guidelines need to be prescribed by the company as its disciplinary code of action which helps to save the time and energy of employers. So when the company offers the communication and training programs to its employees are constituted as better way to increase loyalty factor among employee and helps to build an organization culture and a systematic application of corporate culture (Cohen et. al. …show more content…
Though in the previous discussion it already mentioned that every action of an employee is under surveillance so company started creating new department which will helps to monitor misconduct of employees on behalf of company. The best and organized way for the communication issues is the way through HRM policies. There is an employee relation staff which engulfs all the communication practices of the company and describes it as “HRM communication programs are designed to keep employees informed of what is happening in the organization and knowledgeable of the policies and procedures affecting them” (DeCenzo, Robbins, 2012).
The guidelines I will issue are:
1. To post or view any postings during working hours and that too with the official undertakings need to be prohibited and avoided. This will help to avoid miscommunication of How, when where and why this posting generated in office hours.
2. Guideline will be made if any official interaction is made upon company websites and mails which are incorporated via company mail page.
3. Certain set of rules while using social media pages like:
a. Sharing of confidential information.
b. Posting any negative
NLRB has made an investigative research about employees and their posts in Social Media sites which are connected with their termination prospects. Generally employees post negative information about their company, seniors or boss which impact wrongful information about the company and leads to termination of such employees. For example there are several cases outlined initial case was of Rain City Contractors, Inc in Lakewood, Washington where 5 employees were fired and the reason they were fired was of as they posted a video in youtube.com related with their hazardous working conditions (Boudreaux, 2012).
Discussion 2.
Yes, I agree with the NLRB decision as in this video NLRB took their side and concern because this video …show more content…
Employee has to work upon certain code of conduct exemplified by their employees and these policies help employees to get better relation with its employer. In these policies company need to be make employees aware of all the conditions, do’s and don’ts with the appropriate conditions and examples so that it will be act as prima facie for employees. It is said “companies need to make clear what is acceptable and what is not acceptable, with examples if necessary” (DeCenzo, Robbins, 2012). Ceratin guidelines need to be prescribed by the company as its disciplinary code of action which helps to save the time and energy of employers. So when the company offers the communication and training programs to its employees are constituted as better way to increase loyalty factor among employee and helps to build an organization culture and a systematic application of corporate culture (Cohen et. al. …show more content…
Though in the previous discussion it already mentioned that every action of an employee is under surveillance so company started creating new department which will helps to monitor misconduct of employees on behalf of company. The best and organized way for the communication issues is the way through HRM policies. There is an employee relation staff which engulfs all the communication practices of the company and describes it as “HRM communication programs are designed to keep employees informed of what is happening in the organization and knowledgeable of the policies and procedures affecting them” (DeCenzo, Robbins, 2012).
The guidelines I will issue are:
1. To post or view any postings during working hours and that too with the official undertakings need to be prohibited and avoided. This will help to avoid miscommunication of How, when where and why this posting generated in office hours.
2. Guideline will be made if any official interaction is made upon company websites and mails which are incorporated via company mail page.
3. Certain set of rules while using social media pages like:
a. Sharing of confidential information.
b. Posting any negative