On December 11, 2014, the National Labor Relations Board (the “NLRB” or “Board”) again departed from a long line of past precedent and overruled its 2007 decision in Register Guard, 351 NLRB 1110 (2007).
Employees who support unionization may now use their employer’s email system for organizing purposes. More specifically, employees who otherwise have access to an employer’s email system and who are on non-work time may send emails to their co-workers encouraging them to support or join the union.
The National Labor Relations Board announced its Final Rule governing union representation case procedures, claiming that such Rule aims to “remove unnecessary barriers to the fair and expeditious resolution of representation questions.”
On December 15, 2014, the National Labor Relations Board (“NLRB” and “Board”) issued a decision in which the three Democratic-appointed members of the Board struck down the standard that the NLRB has applied for the last 30 years to determine whether to defer to arbitral decisions in cases that also involve alleged violations of Section 8(a)(3) and (1) of the National Labor Relations Act (“NLRA”).
On December 11, 2014, the National Labor Relations Board (NLRB) issued a decision with major implications for employers that gives employees access to company email systems.