Even if you have a fairly restrictive e-mail and Internet policy, you probably allow employees a certain amount of latitude in sending personal e-mail. If so, be aware that you should also allow employees to use that system to discuss your organization’s pay, benefits and working conditions, plus any union-organizing efforts.
What’s more, the National Labor Relations Board (NLRB) may soon expand the rights of employees to use their employers’ computers to communicate about working conditions, union activities and other protected and concerted activity.
The NLRB will soon rule on an important case to determine the scope of employees’ rights to use company computers to discuss union or other work-condition issues. (Guard Publishing, No. 36-CA-8743-1)
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