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NLRB takes on email issues
January 13, 2007 by Ross Runkel at LawMemo
Can a company prevent employees from using email to talk about union matters? Is use of company email a mandatory subject of collective bargaining?
These issues and more come before the NLRB in a rarely-seen oral argument on March 27, 2007.
The case: The Guard Publishing Co (Case 36-CA-8743-1) | Notice | Briefs and other documents
And the NLRB is soliciting amicus briefs (due February 9) on the following questions:
- Do employees have a right to use their employer’s e-mail system (or other computer-based communication systems) to communicate with other employees about union or other concerted, protected matters? If so, what restrictions, if any, may an employer place on those communications? If not, does an employer nevertheless violate the Act if it permits non-job-related e-mails but not those related to union or other concerted, protected matters?
- Should the Board apply traditional rules regarding solicitation and/or distribution to employees’ use of their employer’s e-mail system? If so, how should those rules be applied? If not, what standard should be applied?
- If employees have a right to use their employer’s e-mail system, may an employer nevertheless prohibit e-mail access to its employees by nonemployees? If employees have a right to use their employer’s e-mail system, to what extent may an employer monitor that use to prevent unauthorized use?
- In answering the foregoing questions, of what relevance is the location of the employee’s workplace? For example, should the Board take account of whether the employee works at home or at some location other than a facility maintained by the employer?
- Is employees’ use of their employer’s e-mail system a mandatory subject of bargaining? Assuming that employees have a Section 7 right to use their employer’s e-mail system, to what extent is that right waivable by their bargaining representative?
- How common are employer policies regulating the use of employer e-mail systems? What are the most common provisions of such policies? Have any such policies been agreed to in collective bargaining? If so, what are their most significant provisions and what, if any, problems have arisen under them?
- Are there any technological issues concerning e-mail or other computer-based communication systems that the Board should consider in answering the foregoing questions?
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