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The General Counsel of the National
Labor Relations Board
Identifies Priorities
On August 12, 2021, Jennifer Abruzzo, the new National Labor
Relations Board (NLRB) general counsel, issued Memorandum 21-04
which discusses her litigation priorities. The 10-page memo identified
areas in which she would like to focus. Some of these include
employee handbook rules, the validity of confidentiality provisions
in separation agreements, what constitutes protected concerted
activity, and an employer’s right to remove union agents
from their premises.
GC Abruzzo made it clear that she is very interested in revising
key Trump era NLRB decisions which she believes are too employer
friendly. She wants to reconsider employer rules such as those
which govern employee confidentiality, non-disparagement, social
media, media communications, civility rules, respectful and professional
manner rules, offensive language rules, no camera rules in the
workplace, independent contractor rules, and employee personal
use of company email policies.
GC Abruzzo also seeks to limit employer power to withstand union
strikes and pickets while expanding employee power to engage
in activities which may be disruptive to the employer’s
business. She states “that this memo will be supplemented
at some point in the future to include other important issues
as well as refinements.”
As a result, employers should soon expect additional scrutiny
on their workplace policies, procedures and handbooks. Changes
are coming.
A company’s best defense against
the potential expense and aggravation related to federal or
state law violations is to proactively review and revise as
needed all Human Resources policies, handbooks, hiring procedures,
compensation, benefits, training programs, communications tools
and other functions. The professionals of PHHR are ready to
assist your organization with this type of training as well
as to maintain compliance with the latest state and federal
mandates.
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