Reason: In a highly anticipated ruling, the National Labor Relations Board ruled that employees have the right to use their employer’s email system (during off-duty time) to engage in legally protected communications, including discussing wages and even organizing a union. The ruling does not prevent employers from monitoring email.
The Dec. 11, 2014 decision in Purple Communications (21–CA–095151, 2014) split NLRB members 3-2 along party lines, with three Democrats in favor and two Republicans opposed.
The decision overturned a 2007 NLRB ruling (Register Guard, 351 NLRB 1110) that the NLRA allowed employers to forbid employees from using company email and other electronic communications systems for union organizing as long as they weren’t permitted to use email for any other nonb...(register to read more)
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