Since the introduction of electronic communications into the workplace, employers of both union and non-union workforces have sought to establish guidelines for employee use of company communications systems.
Employers' Right to Limit Employees' E-Mail Upheld
In a recent decision, the NLRB, in a 3-2 decision split along Republican/Democrat lines, held that one company's Communications Systems Policy was lawful on its face, and that the employer's discipline based on the two e-mails soliciting support for union positions was lawful, but that the disciplinary action based on the purely informative e-mail was unlawful. What does this portend?
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