President Franklin D. Roosevelt signed the National Labor Relations Act (NLRA) into United States federal law on July 5^th, 1935. The purpose of the NLRA was to protect the rights of employees and employers, by restricting certain private sector labor and management practices which can harm the general welfare of employees, companies, and the United States economy. According to the National Labor Relations Board website “Congress enacted the National Labor Relations Act (“NLRA”) in 1935 to protect the rights of employees and employers, to encourage collective bargaining, and to curtail certain private sector labor and management practices, which can harm the general welfare of workers, businesses and the U.S. economy.” The National Labor Relations Board (NLRB) is the independent federal agency that protects the rights of private sector employees to join together, with or without a union, to improve their wages and working conditions, by enforcing the NLRA. However, the NLRB goes beyond what people may think of in terms of unionization. For example the National Labor Relations Board is continuing to take notice of how and when employers limit their employee’s social media use; including activity on Facebook and Twitter, and whether employer’s social media policies are in violation of employee rights under the NLRA. The National Labor Relations Board and the NLRA, as with many government agencies overseeing labor, can be very complicated and far reaching in terms of effects on employers. HR Strategies is here to help with untangling the mystery of what the NLRB and the NLRA can mean for your business, and help keep you in compliance.