Tag Archives: Section 7

Prohibiting Recording Devices – The Dreaded “Maybe”

Can we prohibit employees from making audio recordings at work?  As advancements in technology continue to increase, and it becomes easier and easier for employees to surreptitiously record conversations, this inquiry is posed by many employers.  In fact, we discussed this very question back in 2013.  Unfortunately, the answer to this question is perhaps the most … Continue Reading

“Employees Must Be Permitted To Use Company Email for Statutorily Protected Communications” -NLRB

We reported earlier that the National Labor Relations Board had been considering changing its previous position that  “employees have no statutory right to use the[ir] Employer’s e-mail system for Section 7 purposes.”  The NLRB’s position in this regard was established in 2007, under the NLRB’s ruling in Register Guard.  Today, in Purple Communications Inc. and … Continue Reading

NLRB Acting General Counsel Issues Opinion On Social Media and the NLRA

An August 18, 2011, NLRB Memorandum helps to outline contours of what constitues protected concerted activity under NLRA Section 7. Of course, examination and analysis of the facts at issue, is critical, along with prudent advice from expert labor counsel. This post, however, discusses some of the helpful guidance concerning some popular policy provisions that if not adequately defined or limited could run afoul of Section 7 rights.… Continue Reading

A New NLRB May Mean New Concerns Regarding Social Media

The combination of “social media” and the “workplace” raises many traps for the unwary employer: Can we use social media when hiring? Can employees be prohibited from using social media at work? Can we monitor employees use of social media? What are the essential elements of a social media policy? As with many issues involving new … Continue Reading
LexBlog