Media Law Prof Blog

Editor: Christine A. Corcos
Louisiana State Univ.

Monday, March 29, 2010

Blocking NLRA Protected Activities In the Workplace Via Email

Christine Neylon O'Brien, Boston College Carroll School of Management, has published "Employees on Guard: Employer Policies Restrict NLRA-Protected Concerted Activities on E-Mail," at 88 Oregon Law Review 195 (2009). Here is the abstract.
A newspaper company creates a workplace communications systems policy that prohibits use of its e-mail for non-job-related or outside solicitations and then disciplines an employee who sends several union-related e-mails to employees. The employer permits other personal uses of its e-mail system. In the last day of then Chairman Battista’s tenure at the National Labor Relations Board, a deeply divided Board ruled the employer has a right to regulate and restrict the use of its property. The dissent, authored by now Chairman Wilma Liebman, compared the majority’s perspective and the agency itself to ‘Rip Van Winkle’ because it overlooked the transforming effect of e-mail on the workplace. The United States Court of Appeals for the District of Columbia Circuit overturned the Board’s decision finding that the Register-Guard unlawfully disciplined a union steward for her e-mails when the newspaper discriminatorily enforced its no-solicitation rule. The article suggests how the NLRB should handle the Register-Guard case upon remand. The Board’s decision on employer e-mail policies affects the parameters of NLRA section 7 rights for all private sector employees, not just those represented by unions. This article assesses the legality of workplace communication systems policies that permit non-business uses of communications systems yet prohibit concerted activity and/or union-related communications.
Download the article from SSRN at the link.

| Permalink

TrackBack URL for this entry:

Listed below are links to weblogs that reference Blocking NLRA Protected Activities In the Workplace Via Email: