Decades ago, the grumblings, complaints, and revelations of employees were limited to the watercooler. Outside of the office, those grumblings may have found their way to the dinner table or the local watering hole, but that was about the extent of it.
Today, of course, social media has dramatically expanded the reach of anyone with an Internet connection, a connected device, and an opinion on something—including employers. This newfound power can be tricky business for employers. How can an employer balance a need to protect its image and confidential information against employee privacy rights, particularly when it comes to speech that occurs off-site and after hours?