Employer Email Ban Aligns with Federal Law
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Employer Email Ban Aligns with Federal Law

Reversing its 2014 decision in Purple Communications, the National Labor Relations Board (NLRB) ruled an employer’s policy banning the use of its email system for non-business purposes did not violate federal labor law. The NLRB held “employees have no statutory right to use employer equipment, including IT resources for [NLRA] section 7 purposes.” Notwithstanding this decision, it remains unlawful for employers to maintain polices for work email that treat union discussions differently than other non-work communications. The NLRB highlighted the exception that would allow workers to use company email for union business when it is “the only reasonable means for employees to communicate with one another.”

NLRB Decision