Employers charged with violating the National Labor Relations Act may soon face tough new remedies in both settlement agreements and board rulings, following two memos issued by the NLRB General Counsel.
Employers may lawfully maintain a rule or policy against moonlighting under a recent ruling by the NLRB, provided they do not use the rule to prohibit or discipline employees for engaging in protected activity.
The NLRB has ruled that employers no longer need overlook the use of obscene, racist or abusive language in the workplace by employees who are engaged in activity protected by the National Labor Relations Act.
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