July 24, 2014

Employer Email Policies Subject to Federal Review

Employers should be aware that The National Labor Relations Board is considering whether employees have a federal right to use employer owned and maintained email systems for union organizing purposes and to discuss wages, discipline and other protected concerted activity. This will impact all employers regardless of whether their workers are represented by a union.

Employers have been able to maintain and enforce electronic use policies forbidding such use of their employer owned systems since the NLRB’s decision in Register Guard (2011). The NLRB has invited briefs in the case of Purple Communications Inc., on the issue of whether the NLRB should now prohibit employers from restricting use of their systems and property for union organizing purposes and other activity protected by the National Labor Relations Act. The NLRB General Counsel has asked the Board to adopt a policy that employers can only limit email and other electronic communication use to the extent they need to maintain production and discipline.

This case will impact every private sector employer that maintains email and other electronic communication services for its employees. Briefs are due on or before June 13, 2014. We will closely monitor this case and keep you informed of the decision that ultimately issues. All employers need to review their policies and practices to see what changes will be needed if the NLRB, as expected, finds employees have a right to use email for union or other protected concerted activities.

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About the Author

John P. Hasman, Armstrong Teasdale Law Firm, Labor Employment Attorney

John “J.P.” Hasman has been actively engaged in labor relations throughout his professional life. He focuses on the areas of labor relations, municipal labor and employment law.


About the Author

Vance D. Miller, Armstrong Teasdale Law Firm, Labor Law Attorney

Since 1978, Vance Miller has represented management in all aspects of labor relations and employment matters.

Before federal and state courts as well as administrative agencies throughout the Midwest including the EEOC, Missouri Commission on Human Rights, Illinois and Missouri Division of Employment Security and OFCCP, Vance defends employers and managers in connection with human resource matters. For both small and large corporations, he handles issues regarding age, race and disability discrimination defense He also manages the establishment and administration of affirmative...

John A. Vering, Labor Law attorney, Armstrong Teasdale Law Firm

John Vering leads the Employment and Labor Law practice group in the Kansas City office. A strong litigator, he works with both local and national organizations in a wide array of industries on a wide variety of employment lawsuits and business disputes. John also serves as an arbitrator and mediator for the American Arbitration Association.


About the Author

Robert A Kaiser, Employment, Labor, Attorney, Armstrong Teasdale, Law firm

Bob Kaiser is a member of the Employment and Labor practice group representing emerging and mature businesses in labor and personnel-related disputes. Because employment and labor laws and regulations continue to evolve, he deftly guides management in creating “fences” and boundaries to assess risks and decrease litigation.

A portion of Bob’s practice includes traditional labor law, a focus he has had for more than 25 years. For small- to mid-sized organizations, he handles labor union relations such as union avoidance, collective bargaining, elections, strikes,...


About the Author

Michael Kass, Labor, Employment, Attorney, Armstrong Teasdale, law firm

Michael Kass is chair of Armstrong Teasdale's Employment and Labor Law practice group and is a former co-chair of the firm's Non-Compete/Trade Secrets practice group. He guides organizations, from small closely-held businesses to Fortune 100 companies, through the complex issues faced when managing employees.

Michael defends employers and their managers in state and federal courts and before administrative agencies such as the Equal Employment Opportunity Commission, the Missouri Commission on Human Rights, the U.S. Department of Labor and the National Labor Relations Board...


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