Social media has become a flashpoint for workplace disputes—and California law is clear:
employees have broad rights when it comes to lawful off-duty speech.
In this article by Partner Lucas E. Rowe, Koegle Law Group outlines what employers need to know about employee social-media protections under California Labor Code § 96 and the state constitution. While you can regulate use during work hours or protect your company’s brand, disciplining employees for personal posts made off the clock can open the door to serious legal exposure.
Key Takeaways:
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The constitutional right to free speech (with limits in private employment)
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What California law protects when it comes to employee expression online
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Where employers can draw the line—on branding, harassment, and work-hour use
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Why clear, updated policies are essential for risk management
Smart employers plan ahead. Learn how to stay compliant and protect your business.
👉 Read the full article here
This article was originally published by Koegle Law Group, proudly serving businesses in Santa Clarita and beyond. This communication may be considered advertising material under the rules of professional conduct governing lawyers in California.