Employee handbook rulings expand NLRB's reach into non-union workoplaces
Employers who think that having a union-free workplace will protect them from National Labor Relations Board (NLRB) actions should think again. The federal labor agency has been broadening its reach into examining employer practices in non-union workplaces with no union activity taking place.
Employees should only disclose information or messages from these … systems [including the respondent’s e-mail, instant messaging and phone systems] to authorized persons. … Any unauthorized disclosure of information from an employee’s personnel file is a ground for discipline, including discharge.
The Board overruled the judge and held that the employer’s “blanket approach” to confidentiality violated Section 8(a)(1) of the Act. Rather, the Board held, it was the employer’s “burden” to “‘first determine whether in any give[n] investigation witnesses need[ed] protection, any evidence [was] in danger of being destroyed, testimony [was] in danger of being fabricated, or there [was] a need to prevent a cover up.” (quoting Hyundai America Shipping Agency, 357 NLRB No. 80 (2011)).
Courtesy: Courtesy is the responsibility of every employee. Everyone is expected to be courteous, polite and friendly to our customers, vendors and suppliers, as well as to their fellow employees. No one should be disrespectful or use profanity or any other language which injures the image or reputation of the Dealership.
2012-10-08 05:01:08
Source: http://earlcapps.blogspot.com/2012/10/employee-handbook-rulings-expand-nlrbs.html
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