That's all you can say. Download the NLRB's recent guidance to it's Regional Directors on Social Media here.
You can judge it overall on your own. I'll give you one highlight (hat tip to Dan Schwartz) that shows how clueless appointees are to how things work in the real world. Read it and weep:
"Sample Social Media policy cited: Use technology appropriately* * * * *If you enjoy blogging or using online social networking sites such as Facebook and YouTube, (otherwise known as Consumer Generated Media, or CGM) please note that there are guidelines to follow if you plan to mention [Employer] or your employment with [Employer] in these online vehicles. . . Don’t release confidential guest, team member or company information. . . .
What the NLRB said: We found this section of the handbook to be unlawful. Its instruction that employees not “release confidential guest, team member or company information” would reasonably be interpreted as prohibiting employees from discussing and disclosing information regarding their own conditions of employment, as well as the conditions of employment of employees other than themselves--activities that are clearly protected by Section 7."
And you wonder why production of all types is going offshore. So, you're telling me that you would strike down as illegal any language that says confidential information can't be shared because of your view on conditions of employment? Without attempting to clarify and parse further?
Right. You have no clue on how companies actually work. It's the kind of thing that makes a business-focused moderate like me decide that the Libertarian path doesn't look so bad.