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I love the Little League World Series.  Classic Americana.  Teams from all over the U.S. and the world play, and proud parents watch them.

Billie Ann Tomei’s son Cole and his team from California (which was coached by her husband Trevor) were good enough to play in the Little League World Series.  But when Billie Ann, an office manager for a CPA, asked for time off to travel to see Cole play, her boss said “No.”  According to Billie Ann, he told her, “If you go, write yourself your last [pay]check.”

Well, Billie Ann wrote herself that check and went to see her son play.  Do you think she regrets her decision?

With baseball season underway, minds have turned to “America’s Pastime.”  Major League Baseball, like every employer should, has issued a social media policy.  A quick review raises questions about whether portions of the policy will “strike out” if reviewed by the National Labor Relations Board (NLRB), which has been very active in reviewing employer policies and actions relating to social media use by employees. The NLRB is concerned by social media policies it views as unfairly restricting employees — including those not even working in a unionized workplace — from engaging in “protected concerted activity” as defined by Section 7 of the National Labor Relations Act (NLRA).  Simply put, restricting employees from freely discussing their “conditions of work” is considered a violation of Section 7.

So, will Major League Baseball’s social media policy be “safe” at home?  Let’s play umpire…