In NLRB v. Air Contact Transport Inc., 403 F.3d 206 (4th Cir. 2005), the 4th Circuit Court of Appeals addressed whether an employee had engaged in protected concerted activity under the National Labor Relations Act (NLRA) by asking management questions on behalf of himself and his co-workers, despite the fact that he had asked those questions in a "loud" and "boisterous" manner. The court also addressed whether the employer's letter to the employee, informing him that his manner of speaking was unacceptable, reasonably tended to coerce him from exercising his NLRA protected rights.
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