By:  Jeffrey A. Berman, Esq. & Nicholas R. Clements, Esq.

Until December 11, employers thought that they owned their email systems and so could limit their use to company business.  On that day, a divided National Labor Relations Board (“NLRB”)  ruled “not so.”  In Purple Communications, 361 NLRB No. 126 (Dec. 11, 2014), the NLRB

By: Howard M. Wexler

As we have previously reported–most recently here and here– the National Labor Relations Board has taken aim at employer workplace rules that it contends are unlawfully restricting employees’ Section 7 rights.

In yet another example, an NLRB Administrative Law Judge (ALJ) recently held in Mercedes-Benz U.S. International, Inc. that an

By: Kamran Mirrafati, Esq.

Just in time for football season and tailgate parties, the NLRB Division of Advice recently issued a Memorandum effectively limiting parking lot demonstrations outside an employer’s facility.  [See Wal-Mart Stores, Inc., NLRB Div. of Advice, No. 13-CA-99526, August 14, 2013 (released August 23, 2013).]  Here, the employer’s actions were

By Jeffrey A. Berman

Employer rules prohibiting off-duty employees from returning to the worksite are generally lawful provided they meet the three-part test established in Tri-County Medical Center, 222 NLRB 1089 (1976).  Under this test, a rule prohibiting off-duty employee access to a facility is valid if it limits access solely to the