Ashley Eley Cannady

The rules for use of social media continue to evolve in labor and employment law. For example, companies do not have carte blanche to use this information when making hiring, firing, or disciplinary decisions. There is a fine line to what types of posts are protected under the law. If an employer is inclined to take action based on information obtained through social media channels, clients must be certain they are not violating the law.

Agencies such as the National Labor Relations Board (NLRB), Department of Labor (DOL), and Equal Employment Opportunity Commission (EEOC) are beginning to collaborate and share information that will lead to an increase in enforcement efforts and new types of claims being brought by agencies that you typically would not expect. 

I most often appear before the Federal District Courts and administrative agencies such as the EEOC, DOL and the NLRB. 

I am a member of the Junior League of Jackson. It is one of the largest Junior Leagues in the world, and we raise millions of dollars for children in our community. Over the years, I have participated in a variety of Junior League committees and activities, from working with corporate sponsors for our various fundraisers, to writing and editing our publications, to rocking babies in the NICU at our local hospital. 

There is something new every day that gives me the opportunity to help my clients in different ways. My clients rely on me to keep up with changes and advise them on how to best safeguard themselves. The biggest challenge is staying on top of all the regulatory changes. It is my job to keep my clients informed and protected.