Reputation Justice

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Then you've got gripes. Online complaints about your business, damaging your profits while you sleep.


Target: You.

Today's online whining from competitors, staff or even clients--costs you sales. How can you stop it before it stops you?


Draw the line.

Yeah, our moms told us to ignore the bully too. He didn't go away then either. Fight back.



Feb. 8, 2011--Employers put on notice that employees are free to post negative information and opinions online

The National Labor Relations Board (NLRB) has weighed in on potential employer internet and social networking policies.

The NLRB settlement came in a case involving the firing of a Connecticut ambulance service employee for negative postings about her supervisor on her Facebook page.

The NLRB complaint said American Medical Response of Connecticut violated federal labor law when it fired Dawnmarie Souza after she posted negative comments about her manager on Facebook.

The NLRB said the company policies regarding blogging, Internet posting, and communications between employees were overly-broad.

Company agrees to change policies on computer use

Under the settlement, American Medical Response agreed to change its rules regarding computer use to ensure employees would not be restricted from discussing their wages, hours and working conditions with co-workers.

The accusations relating to the firing of Ms. Souza were resolved through a private agreement between the company and the employee, according to an NLRB press release.

Employers were watching this case as it was the first instance of the NLRB formally charging an employer with violation of federal law for disciplining an employee who posted negative comments on a social networking site.

According to Margaret Wright a partner at consulting practice, Reputation Justice, 'Based on the NLRB settlement, employers are going to need to increase their vigilance to avoid damage to their most important business reputation assets. We recommend that businesses immediately implement comprehensive online monitoring and brand tracking as well as response procedures to protect their business assets from allowable online employee postings.'

Companies seeking to monitor and maintain their online reputations will want to review the specifics of this ruling to make certain that all efforts made to create a positive online reputation are also allowable under Federal law.

Margaret White is a partner at Reputation Justice where she specializes in providing employers with concrete, positive solutions to remove, improve, or negate negative or embarrassing information that finds its way onto the internet. Reputation Justice does not provide specific legal advice. We do provide the tools employers need to monitor employee and customer postings relating to company business and to respond appropriately. You can reach Margaret at

Reputation Justice 2012