Employers Must Let Employees Use Employer Email for Protected Communications

The NLRB recently held that employee use of email for statutorily protected communications on nonworking time must presumptively be permitted by employers who have chosen to give employees access to their email systems.  In other words, if an employer permits employees to use company email in the course of their work, the employees must be permitted to communicate with other employees about self-organization and other terms and conditions of employment during nonworking time.  This decision reverses prior authority that permitted an employer to completely prohibit employees from using their employer’s email system for Section 7 purposes (discussions about their terms and conditions of Employment).  More information can be found here: http://www.nlrb.gov/case/21-CA-095151

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