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National Labor Relations Board USAGov

  • The National Labor Relations Board enforces the National Labor Relations Act by investigating allegations of wrong-doing brought by workers, unions, or employers, conducting elections, and deciding and resolving cases.   DA: 11 PA: 48 MOZ Rank: 59

NLRB Restricts Work E-Mail For Unions, Approves

  • NLRB Restricts Work E-Mail for Unions, Approves Confidentiality Policies
  • In a pair of landmark rulings issued Dec   DA: 12 PA: 50 MOZ Rank: 63

NLRB Upholds Ban On Use Of Company Email For Union

  • The National Labor Relations Board took the opportunity last week to double down on its recent reversal of the Purple Communications doctrine, holding that T-Mobile USA did not violate federal labor law by implementing a rule barring call center employees from using the company’s email system to discuss union organizing activities
  • The May 27 decision represents another step away from Board   DA: 22 PA: 50 MOZ Rank: 74

NLRB Restores Employer Right To Restrict Employee Email

  • The National Labor Relations Board once again, if belatedly, has affirmed this fact
  • On December 16, the board in Caesars Entertainment voted 3-1 to reestablish the right of an employer to restrict employee use of company email and other information technology during nonworking hours
  • The ruling overturns the board’s Obama-era ruling in   DA: 8 PA: 50 MOZ Rank: 61

Companies Can Ban Use Of Work Email In Union Organizing (1)

  • The NLRB agreed with Caesars, the U.S
  • Chamber of Commerce, and other business groups, which had argued that employers have property and First Amendment rights to limit the use of their own email systems
  • Requiring access to email networks also could cause workplace disruption and increase cybersecurity threats, businesses have said.   DA: 21 PA: 50 MOZ Rank: 75

NLRB Revisiting Rule On Employees Use Of Employer’s Email

The National Labor Relations Board has invited briefs on whether it should modify or overrule its rule under the National Labor Relations Act, established in Purple Communications, that employers must permit employees who have been provided access to their employer’s email system to use that system for statutorily protected communications on their non-working time.   DA: 36 PA: 50 MOZ Rank: 91

National Right To Work Foundation Documents Reveal NLRB

  • Los Angeles-based NLRB Region 31 director Mori Rubin sent an email to her colleagues reacting to the news that Stock had been fired along with Robb
  • Rubin derided Stock as a “clone” of Robb
  • She said “there is talk that Peter Ohr may be appointed acting GC, which would be wonderful!”   DA: 12 PA: 32 MOZ Rank: 50

Privileging Property In The NLRB Email Case OnLabor

  • Privileging Property in the NLRB Email Case
  • As Ryan reported yesterday, the Board has overruled Purple Communications and held that employees—in most circumstances—may not use an employer’s email system to communicate about unionization or other section 7 activity
  • The effects of this decision ( Rio All-Suites Hotel) are likely to be   DA: 11 PA: 45 MOZ Rank: 63

Employers May Now Forbid Employees Using Co. Email For

In Purple Communications, 361 NLRB 1050 (2014), the Obama NLRB invalidated an employer’s rule barring employees from making personal use of company email during their nonwork time, characterizing an employer’s email as a “natural gathering place” akin to a break room or an employee cafeteria where employees are free to communicate with   DA: 30 PA: 50 MOZ Rank: 88

NLRB May Grant Employers More Leeway In Restricting E-Mail

The National Labor Relations Board is considering overruling a case in which it held that employers could not forbid employees from using work e-mail …   DA: 12 PA: 50 MOZ Rank: 71

NLRB Upholds Prohibition On Customized E-Mail Signature Lines

A uniformly enforced prohibition on employee customization of e-mail signature lines does not violate the National Labor Relations Act, the National Labor Relations Board (NLRB) has …   DA: 12 PA: 50 MOZ Rank: 72

NLRB Issues Decisions On Workplace Investigations

  • 17, 2019, also issued a decision that reestablishes an employer’s right to restrict use of company email, so long as the business does so on a nondiscriminatory basis
  • The case involved a casino, with the NLRB finding employees generally cannot use the company email system for union purposes.   DA: 15 PA: 50 MOZ Rank: 76

NLRB Restores Employers’ Right To Restrict Employees

In Caesars Entertainment d/b/a Rio All-Suites Hotel and Casino, Case 28-CA-060841 (December 16, 2019), the National Labor Relations Board ruled that employees do not have a statutory right under the National Labor Relations Act to use their employer’s email system or other information technology (IT) resources for Section 7 purposes, such as union organizing.   DA: 12 PA: 50 MOZ Rank: 74

‘Kicked Out On His Ass’: Emails Show Faction Of Federal

  • National Labor Relations Board (NLRB) lawyers and employees expressed excitement at the agency’s new direction after President Joe Biden appointed Peter Ohr as the board’s general counsel, emails obtained by the Freedom Foundation on Monday showed
  • NLRB employees said Ohr’s appointment was a “huge sigh of relief and hope” and even gave them the chills.   DA: 15 PA: 50 MOZ Rank: 78

Trump NLRB’s Union Email Rule Gets Legal Test In T-Mobile Case

  • A federal appeals court in Washington, D.C., will weigh whether T-Mobile Inc
  • unlawfully disciplined a worker for sending a union-related email, testing the boundaries of the NLRB’s Trump-era legal standard for employer restrictions on email use.
  • During oral argument at the U.S
  • Court of Appeals for the District of Columbia Circuit on Friday, the National Labor Relations Board will defend   DA: 21 PA: 50 MOZ Rank: 85

NLRB: Employees May Use Employer Email For Non-Business

  • On December 11, 2014, the National Labor Relations Board ("NLRB") ruled that employees who have access to their employer's email systems may use company email to communicate with each other for non-business purposes during non-working time
  • The decision, Purple Communications, represents a major policy shift for the NLRB.   DA: 18 PA: 50 MOZ Rank: 83

NLRB: Employees May Usurp Employer Email Systems For Non

  • Here, the NLRB invalidated a company policy prohibiting employee use of its employer-provided email system for non-work-related messages
  • Further, the NLRB concluded that employee use of …   DA: 14 PA: 50 MOZ Rank: 80

NLRB Ditches Obama-Era Work Email Use Standard

  • NLRB Ditches Obama-Era Work Email Use Standard
  • Law360, New York (December 17, 2019, 3:07 PM EST) -- A split National Labor Relations Board ruled Tuesday that a Caesars Entertainment Corp   DA: 14 PA: 50 MOZ Rank: 81

Board Overturns Purple Communications, Restores

  • On December 17, 2019, in a 3-1 decision split along party lines, the National Labor Relations Board (NLRB) restored to employers the right to restrict employees from using company email systems for nonbusiness purposes
  • The decision, issued in Caesars Entertainment Corp., reverses the NLRB’s 2014 ruling in Purple Communications, which held that workplace rules prohibiting   DA: 15 PA: 50 MOZ Rank: 83

NLRB: Companies Can Ban Workers From Using Email To Organize

  • The board’s argument, in brief, states that work email is the property of the employer
  • While yes, technically, so is a factory floor, the NLRB claims that email “creates a virtual space in   DA: 11 PA: 50 MOZ Rank: 80

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