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Additionally, an angry post from a single employee isn't protected if it's not part of a broader conversation with coworkers about labor issues.For employers, using social media to screen job candidates or monitor employee behavior can be risky. This practice may lead to discrimination based on pro…

Additionally, an angry post from a single employee isn't protected if it's not part of a broader conversation with coworkers about labor issues.For employers, using social media to screen job candidates or monitor employee behavior can be risky. This practice may lead to discrimination based on protected categories like age, gender, or race. The American Equal Employment Opportunity Commission (EEOC) has stated that personal information from these sites cannot be used to make employment decis

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