<http://webisa.webdatacommons.org/prov/357511971>	<http://www.w3.org/ns/prov#wasDerivedFrom>	<http://webisa.webdatacommons.org/297016302> .
<http://webisa.webdatacommons.org/297016302>	<http://www.w3.org/1999/02/22-rdf-syntax-ns#type>	<http://www.w3.org/ns/prov#Entity> .
<http://webisa.webdatacommons.org/prov/15656047>	<http://www.w3.org/ns/prov#wasDerivedFrom>	<http://webisa.webdatacommons.org/297016302> .
<http://webisa.webdatacommons.org/prov/119548357>	<http://www.w3.org/ns/prov#wasDerivedFrom>	<http://webisa.webdatacommons.org/297016302> .
<http://webisa.webdatacommons.org/prov/15025459>	<http://www.w3.org/ns/prov#wasDerivedFrom>	<http://webisa.webdatacommons.org/297016302> .
<http://webisa.webdatacommons.org/297016302>	<http://www.w3.org/ns/prov#value>	"Rhode Island, Louisiana, New Hampshire, and Oklahoma are the latest states to provide prospective and/or current employees with increased social media protections, following Tennessee, Wisconsin,...more" .
<http://webisa.webdatacommons.org/297016302>	<http://www.w3.org/ns/prov#wasQuotedFrom>	<jdsupra.com> .