They’ve also been on a roll in the last year. Theyâve been ruling left and right that even the most seemingly innocent of employersâ policies are overly broad and restrictive to their employeesâ right to communicate and seek better work conditions.
For example, recent NLRB rulings have invalidated employer policies prohibiting all of the following:
- Communications about workplace investigations into employee misconduct;
- Communications about leaves of absence, sick calls, or workers’ compensation injuries;
- Communications about tips/gratuities with customers or employees;
- Insubordination against management without adequately defining the type of conduct prohibited;
- Lack of respect with employees or customers or failure to work “harmoniously” with co-workers without adequately defining the conduct to allow activity protected under the NLRA;
- “Boisterous” activity in the workplace;
- Making disparaging comments about the employer or engaging in activity that might be harmful to the “smooth operation, goodwill, or profitability” of the employer;
- “Unauthorized dispersal of sensitive Company operating materials or information to any unauthorized person” without adequately defining the information that cannot be disclosed and allowing an exception for information protected by the NLRA;
- and social media postings regarding wages and any other terms and conditions of employment.*
*List copyright Foley & Lardner LLP.
Of course, most employers who find themselves in violation never meant to do anything wrong. But once the NLRB decides to take action, these cases become very expensive very quickly for the employersâŚ
Weâre telling you all this for a reason. This is an area in which being informed and proactive can greatly reduce your chances that the NLRB will target you. But first you need to know what youâre up against.
Mini-museum of NLRB Horrors
NLRB Strikes Again. Can the firing of an angry employee who yelled at and called his employer obscene names during a meeting possibly be unlawful? The NLRB thought so!
Following the Law May Be Trickier than You Think. Compliance basics that you need to be aware of. Keep an eye out for sections such as, âI Really Canât Have a No-Gossiping Policy?!â and âMy Employees Can Say WHAT On Social Media?!â
SendGrid, Applebeeâs & the NLRB: Oh My! What about employees complaining publically rather than internally, or for releasing customer images/data without consent? It dependsâŚ
So What Can You Do?
Your policies need to pass the NLRB test, and thereâs no way to know unless you have your employee handbook evaluated by an expert in employment law.
CEDR will waive our customary $299 fee for our evaluation service if you request it BEFORE July 30, 2015. Simply email it to email@example.com or fax to 909-752-4347 and mention this article. Thereâs no risk and no obligation, itâs just invaluable information. If your handbook is great, weâll tell you so. And if itâs putting you at risk, weâll let you know where and why.
(Already know your handbook needs help, or donât have one yet? Ask about our Seasonal Sale! We have additional savings just for our CEDR friends!)
Have questions? Call CEDR today at 866-414-6056, or email firstname.lastname@example.org. Weâre here to help employers stay safe!