by Amy E. Mendenhall and Susie Wine, Littler
When to include
Employers should consider including this statement in their handbook to establish limits on content related to the employer that an employee can post on social media. The statement provided here is not intended to be a comprehensive policy. It includes a brief overview of a social media policy, with guidelines on commonly used provisions, which must then be customized to meet an employer’s specific needs without infringing on employees’ legal rights, including their right to discuss the terms and conditions of their employment.
In this guide, learn about:
- Customizable handbook statement
- Guidance for employers
- Additional resources
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About the author
Littler
Littler, the largest global employment and labor law practice, exclusively represents the global employer community in all aspects of employment and labor law. Littler litigates, mediates and negotiates some of the most influential employment law cases and labor contracts on record.
Littler’s practice areas are extensive and their expertise crosses over multiple industries and spans a wide array of employment law areas such as discrimination and harassment, labor management relations, executive compensation, ERISA and benefit plan litigation, leaves of absence and disability accommodation, hiring, performance management and termination, employment practices audits and wage and hour.
Littler is the exclusive author of Brightmine’s prestigious Employee Handbook. Their experience with preparing employee handbooks and their ongoing contributions to Brightmine in the areas of federal and state leaves of absence, disabilities and multistate employer issues made them a natural fit to partner with us on the creation of a robust set of model handbook policy statements and guidance for federal, state and key municipalities.
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