Chapter 8 – read article and and questions APA style and Chapter 9 read case study and answer questions each chapter has 3 q

Discharged for Facebook Comments 1 11 Betty Nelson worked as an emergency medical techni- "free speech" which she was entitled to make. Employees 1! l: ::::� th;e:�.�;::�::id;e:o�s:e=::: :::t a;:r:;�wa:=: :::� �!s:0:�:�:f ��J�0:� � I;her supervisor, Nelson was asked to write an incident interpreted as negative by a management official. The report responding to a customer's complaint concern- union further alleged that the company also committed ing her service on a recent ambulance call. Nelson· an unfair labor practice by denying Nelson a chance to requested that she be allowed to meet with her local speak with her union representative during the investi-union representative prior to completing her written gatory meeting with her supervisor. Finally, the union [incident report. Nelson's supervisor denied her request. charged that the blogging and Internet policy relied 1: Later that evening after Nelson's work shift was over upon by the company as the basis for Nelson's discharge ! she returned home and posted some negative com- was overly broad in restricting employees' use of com- i : ments about her supervisor on her personal Facebook munications media like Facebook. ' · page. For example, Nelson posted that "Looks like I'm ! .getting some time off. Love how the company allows a Questions i17 to be a supervisor." (Note: A 17 is the company code 1. Under what conditions, if any, does an employer l used to ddebscribe aalpsychiatrtk ·c panh·ent.) ThedcodmmNents1 have a legal right to discipline or discharge an ';! were rea y sever co-wor ers w o respon e to e – employee for comments the employee makes aboutson with messages of support. Nelson then proceeded the company? .Would it matter if the comments ·to post some additional negative comments about her were posted to a company-sponsored Internetsupervisor on her personal Facebook page. forum, rather than Facebook? Would it matter if the j The company was made aware of Nelson's Facebook comments were posted to a union-sponsored forum ! postings by an unknown source. The company temporally accessible only to members? Why or why not?

I suspended Nelson and after confirming that the negative 2_ If you were representing the company in this case remarks had been posted to her Facebook page, she was and the NLRB regional director asked if you would f terminated The company's termination letter cited a blog- be willing to settle the union's charges voluntarily, ! Iiging and Internet posting policy publishe d in the Employee would you do so or would you insist on your legal 1_ ,I_: Handbook which prohibited employees from making dis- right to a formal NLRB hearing on the charges? paraging comments when discussing the company or any Explain your reasoning. · fof its supervisors and prohibited employees from depicting fthe company in any way over the Internet with!)ut receiv- 3. Did the company commit an unfair labor practice by ; f ing prior approval from an authorized company official. (1) discharging Nelson for her Facebook postings, . f··.· Nelson's union representative filed an unfair labor ·(2) denying Nelson an opportunity to meet with her I practice charge with the National Labor Relations Boar d local union representative during an investigatory : I I on her behalf. The union argued that the comments meeting with her supervisor, or (3). enforcing an f I _N_el_s_o_n _m_ a_d_e _ o_n_ h_e_r _p_e-is_o_n_al-Fa_c_e-bo_ o _k _ p_a_ g_e _ c_o _n _sti-·tu-te_d ___ o _v _er-ly_b_ro_ a_ d_b_l_o_ggm_·_g _a _n _d _In_te•m• e• t • u• s•e • p• o•li •cy•?——' f