My presentation focused on freedom of
speech rights for private employees as
dictated through federal and state
legislation but also significant cases
that have defined the ability for private 
employees to speak throughout social media
an individual may speak out
on an issue that's very politicized or
controversial or even make a
discriminatory remark and the employer
finds out about this remark through
social media whether Facebook, Twitter, or
some other website and takes retaliatory
action against the employee oftentimes
termination so I looked at the employee's
ability to fight this termination
through the legal courses and how
they're often not able to succeed
because private employees don't have the
same level of protection as public employees
the predominant statute is the
National Labor Relations Act that was
passed in 1935 and it really focuses on
unfair labor practices so within that
scope an employee who has speech that's
related to an unfair labor practice such
as disparities in pay or work conditions
or safety they can file a claim
underneath the National Labor Relations
Act against their employer who takes
adverse action against them 
the most recent case that comes to mind involves
a former Google employee by the name of
James Damore he made speech on an
employer's internal discussion board and
the speech concerned diversity practices
of the employer and how these practices
were affecting white Caucasian male employees
the employee was fired and
reached out to the National Labor
Relations Board to address the
termination the National Labor Relations
Board essentially dismissed the
complaint saying that his statement was
unprotected under the National Labor
Relations Act so this is a very
important case because not only was the
employee using his speech to convey
information that he believed was
relevant to the workplace but he was
doing so through it the employers
internal discussion board
employers have the right to maintain a
workforce that is orderly and also to
maintain morale so if you have an
employee who is saying objectionable
discriminatory comments even in a
well-reasoned memo that can still lead
the employer to take action against the
employee because the statements are unprotected.
