Late last year in The Boeing Co., 365 NLRB No. 154 (Dec. 14, 2017), the National Labor Relations Board unveiled a new, employer-friendly guide on how to bring your policies and handbook provisions into compliance with the National Labor Relations Act (the “Act”). By identifying three categories of rules: (i) rules that are generally lawful; (ii) rules that require case-by-case analysis; and (iii) rules that are facially unlawful, the NLRB put employers on notice of their standards for these provisions going forward. More recently, in June, the general counsel for the NLRB went one-step further, offering guidance on how to interpret the Board’s decision in Boeing, and providing helpful examples of rules falling into each of the three different categories:
Category 1 Rules (lawful), which includes things like:
Category 2 Rules (TBD on case-by-case basis), which includes things like:
Category 3 Rules (unlawful), which includes things like:
If you would like additional information regarding whether your handbook is in compliance with the Act (or whether you can/should change your policies in light of this guidance), please do not hesitate to contact us.
The contents of this Alert are for informational purposes only, and do not constitute legal advice. If you have any questions about this Alert, please contact the Shulman Rogers attorney with whom you regularly work or a member of the Shulman Rogers Employment and Labor Law Group.
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