New NLRB Ruling Just Released: Employers’ Rights To Ban Personal Use Of Email And More
On December 17, 2019 the NLRB reversed its prior decision and held that employers may now restrict employee use of the employer’s email system as long as the employer does so in a non-discriminatory manner. This overruled the prior decision in which the NLRB held that there was a presumption that employees had a right to use the employer’s email system during non-working time for communications protected by Section 7 of the National Labor Relations Act. This is an important decision, not just for its specific holding, but also because it may signal an end to the employee-friendly and broad-based decisions of the NLRB during the Obama era.
This informative webinar will not only cover in-depth the current NLRB decision overruling its prior holding on use of company email system but will also provide an overview of the Board’s prior positions on issues such as social media and social media policies and how those positions may soon be changing in a significant way.
WHAT YOU’LL LEARN
- An in-depth analysis of the NLRB’s holding in the Caesars Entertainment d/b/a/ Rio All-Suites Hotel and Casino case and what it means for an employer’s current need to revise policies and practices to ensure compliance with this case
- Discussion of the prior case law on this issue and the relevant changes based on this current decision
- Best practices to draft an email policy in accordance with this current NLRB decision
- Learn about the important exceptions set forth in this ruling and when employers can apply those exceptions
- Understand how this decision may signal a change in NLRB enforcement of the NLRA
- Discuss some other cases in which the Trump administration NLRB has overruled its prior employee-friendly decisions
- Have a better understanding of the NLRB’s prior employer-friendly decisions on issues such as Facebook Firing and social media policies and how these decisions may soon be overruled as well
- And much more!
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