Providing Developments & Insight on Trending Topics in Employment Law

Employment Law Spotlight

Home | Employment Law Spotlight

Providing Developments &amp; Insight on Trending Topics in Employment Law

<a href="http://www.bakerlaw.com/alerts/national-labor-relations-board-permits-employees-to-use-workplace-email-systems-for-union-activity"><img class=" wp-image-991 alignright" alt="Alert NLRB" src="https://www.employmentlawspotlight.com/wp-content/uploads/sites/18/2013/08/exclamation_bigstock-d-red-exclamation-mark-on-whi-18984152-225x300.jpg" width="95" height="126" /></a>In a landmark 3-2 decision, the National Labor Relations Board (“NLRB” or “Board”) reversed its own precedent and found that employees now have a presumptive right to use their employer’s email system to engage in communications relating to concerted activity protected by Section 7 of the National Labor Relations Act—including union organizing—during nonworking time. <em>Purple Communications, Inc.</em>, 361 NLRB No. 126 (Dec. 11, 2014). According to the Board, an employer may rebut the presumption by demonstrating that special circumstances necessary to maintain production or discipline justify restricting employee rights, although the Board stated that these exceptions will be “rare.” The ruling is the latest pro-union decision from the Board, and carries significant consequences for employers everywhere because of the importance of workplace email and the prevalence of policies restricting the use of business email for nonwork purposes. <strong><a href="https://www.bakerlaw.com/alerts/national-labor-relations-board-permits-employees-to-use-workplace-email-systems-for-union-activity">Read more &gt;&gt;</a></strong>

National Labor Relations Board Permits Employees to Use Workplace Email Systems for Union Activity