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The labor board’s rulings, which apply to virtually all private sector employers, generally tell companies that it is illegal to adopt broad social media policies — like bans on “disrespectful” comments or posts that criticize the employer — if those policies discourage workers from exercising their right to communicate with one another with the aim of improving wages, benefits or working conditions.

Employers often seek to discourage comments that paint them in a negative light. Don’t discuss company matters publicly, a typical social media policy will say, and don’t disparage managers, co-workers or the company itself. Violations can be a firing offense. But in a series of recent rulings and advisories, labor regulators have declared many such blanket restrictions illegal.

The National Labor Relations Board says workers have a right to discuss work conditions freely and without fear of retribution, whether the discussion takes place at the office or on Facebook.

71% of senior-level execs were worried about risks associated with social media, with 13% saying they are “very concerned.”

listed the potential for negative comments about the company (36%), disclosure of proprietary information (32%), and out-of-date information (18%) as the most worrying. They were less worried about accidental exposure of personally identifiable information, fraud, and corporate executives (i.e., themselves) doing something embarrassing or incriminating on line.

Among public companies, the top concern was disclosure of proprietary information (50%), followed by negative comments, out-of-date information, and fraud, each at 17%.

“This consumer complaint raises a number of concerns about Facebook’s privacy policies and practices,” the committee leaders wrote in the letter. “Facebook’s systems lack transparency as to how they are able to gather personal information and synthesize that information into suggestions of relevant medical condition support groups. Labeling these groups as closed or anonymous potentially misled Facebook users into joining these groups and revealing more personal information than they otherwise would have. And Facebook may have failed to properly notify group members that their personal health information may have been accessed by health insurance companies and online bullies, among others.”

Over the past year, he's noticed more friends subverting Facebook's real name policy. "I have seen a growing trend of people who will shut down one page, let you know that they're opening a new one, and then they'll use an alias,"

So, how can brands ensure social media compliance? They need Social Compliance They need Social Listening They need Social Engagement

While women make up about 70% of the PR workforce, they only hold about 30% of the top positions in the industry.

This raises the question, are big agencies losing talented women — some of whom start firms that ultimately become competition because of rigid policies?

A recent study by Bain & Company found that 43% of women aspire to top management within the first two years of their position, compared with 34% of men. “Both genders are equally confident about their ability to reach a top management position at that stage,” reads a blog post on the research. “This suggests that women are entering the workforce with the wind in their sails, feeling highly qualified after success at the university level.”

Instagram said it will require birthdates from all new users starting on Wednesday, expanding the audience for ads for alcohol and other age-restricted products while offering new safety measures for younger users.

The policy change could help stave off passage of costly child safety and data privacy regulations as lawmakers and family safety groups in the United States, Britain and elsewhere criticize the app for exposing children to inappropriate material.