Partner John Ring is quoted in an HR Magazine article discussing the challenges employers face when dealing with conflicting legal requirements from the National Labor Relations Board (NLRB) and Equal Employment Opportunity (EEO) laws when determining how to respond to offensive social media posts made by employees. John said that despite the risk of a charge from the NLRB, which has at times protected speech that would be considered hostile work environment conduct violating EEO laws, many employers would likely decide to stop the offensive speech.
“Not only is the liability for EEO violations often much greater than an NLRB violation, but employers that value a respectful and inclusive workplace will not tolerate offensive speech or conduct,” John said.
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