For activity to be protected under the National Labor Relations Act (NLRA), employees must be discussing terms and conditions of employment, which might include wages or working conditions (management practices, policies, etc.). Protected activity also must be considered "concerted activity." To qualify as concerted activity, a social media post must:

• seek to initiate or induce coworkers to engage in group action,
• include discussion among employees regarding terms and conditions of employment, or
• be an outgrowth of prior employee meetings or attempts to initiate action with regard to terms and conditions of employment.

If an employee's social media post doesn't address terms and/or conditions of employment, or if it doesn't qualify as concerted activity, it likely won't be protected activity under the NLRA.

Not in such broad terms. Under the National Labor Relations Act (NLRA), employees have the right to discuss terms and conditions of employment for mutual aid and protection. That includes the right to discuss wages and working conditions, and to do so on social media, if the employee prefers. The National Labor Relations Board has ruled that forbidding disparaging remarks on social media may discourage employees from exercising their NLRA rights, and is therefore not allowed. However, the Board has accepted policies which give specific examples of prohibited conduct (such as harassment, threats, etc.) and found that employees should not misconstrue the policy to prohibit the exercise of NLRA rights.

Yes. Anyone who offers for transport or transports in commerce a quantity of hazardous material that requires placarding must register and pay an annual fee.You may not offer or transport a material that requires registration until you have received your Certificate of Registration or a temporary registration number from DOT.