It’s always fun to watch a room full of non-employment lawyers’ mouths gape when I start talking about the NLRB.
If you’re looking to draft an employee off-duty access policy, you could do a whole lot worse than one the NLRB has already blessed as kosher.
This case is a scary reminder of how far the NLRB and its judges will go to fine protected concerted activity.
The NLRB ruled that employees have a right to use their employers’ email systems during non-working time to communicate about union issues. The agency also issued rules for ambush election in representation proceedings.Read More
Employee complaints about another co-worker, when brought on behalf of other employees, can be considered protected activity under the National Labor Relations Act.Read More
The problem with this idea is it's a right that the NLRA already protects.Read More
Employers cannot maintain employee confidentiality rules that prohibit the discussion of personnel information involving wages and other working conditions.Read More
This case was low-hanging fruit for the Board. Don’t leave your fruit hanging.Read More
It’s a common misconception among employees that their First Amendment rights of free speech carry over to the private workplace. The expression of a political opinion can lead to the loss of a job.Read More
While a revised ruling would be consistent with the NLRB’s recent position on workplace communication, it is concerning for employers and bears monitoring.Read More