{"id":232,"date":"2011-04-04T20:58:35","date_gmt":"2011-04-05T03:58:35","guid":{"rendered":"http:\/\/washingtonlaborlawblog.com\/?p=232"},"modified":"2011-04-04T20:58:35","modified_gmt":"2011-04-05T03:58:35","slug":"national-labor-relations-board-expands-definition-of-concerted-activity","status":"publish","type":"post","link":"https:\/\/tahomalaw.com\/?p=232","title":{"rendered":"National Labor Relations Board Expands Definition of Concerted Activity"},"content":{"rendered":"

\"\"<\/a>A company recently implemented a new casual dress rule requiring that shirts be tucked in.\u00a0 While waiting for a sales meeting to begin, one salesman asked the Vice President of Sales about the new policy.\u00a0 Another salesman then made several statements to the VP including \u201cIt [the rule] is pretty restrictive.\u00a0 You know, I might not want to tuck in my shirt;\u201d \u201cI didn\u2019t sign up for this crap\u201d; and \u201cI don\u2019t need the money.\u201d\u00a0 The VP asked the salesman to discuss the rule with him later, but the salesman persisted\u00a0 By the end of the discussion, seven or eight sales reps were watching.\u00a0 The second salesman was later given a written warning for arguing with the VP.<\/p>\n

In Wyndham Resort Development Corp.<\/a>, the NLRB concluded that the warning was unlawful because the salesman was disciplined for engaging in protected concerted activity.\u00a0\u00a0 Historically, \u201cconcerted activity\u201d has required proof that the employee was not acting solely on his or her own behalf, but \u201cwith or on the authority of other employees.\u201d<\/p>\n

As described by dissenting Member Hayes, what is new about this case is that the Board is \u00a0\u201cconflating the concepts of group setting and group complaints.\u201d\u00a0\u00a0 Now, the Board apparently extends the cloak of protected concerted activity to cover any complaint about working conditions merely because the complaint is voiced within earshot of fellow employees.<\/p>\n

This protection of concerted activity applies to both union and non-union workplaces.<\/p>\n","protected":false},"excerpt":{"rendered":"

A company recently implemented a new casual dress rule requiring that shirts be tucked in.\u00a0 While waiting for a sales meeting to begin, one salesman asked the Vice President of Sales about the new policy.\u00a0 Another salesman then made several statements to the VP including \u201cIt [the rule] is pretty restrictive.\u00a0 You know, I might … <\/p>\n

Continue reading “National Labor Relations Board Expands Definition of Concerted Activity”<\/span><\/a><\/p>\n","protected":false},"author":3,"featured_media":0,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[12,13],"tags":[],"class_list":["post-232","post","type-post","status-publish","format-standard","hentry","category-most-recent","category-nlrb"],"_links":{"self":[{"href":"https:\/\/tahomalaw.com\/index.php?rest_route=\/wp\/v2\/posts\/232","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/tahomalaw.com\/index.php?rest_route=\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/tahomalaw.com\/index.php?rest_route=\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/tahomalaw.com\/index.php?rest_route=\/wp\/v2\/users\/3"}],"replies":[{"embeddable":true,"href":"https:\/\/tahomalaw.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcomments&post=232"}],"version-history":[{"count":0,"href":"https:\/\/tahomalaw.com\/index.php?rest_route=\/wp\/v2\/posts\/232\/revisions"}],"wp:attachment":[{"href":"https:\/\/tahomalaw.com\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=232"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/tahomalaw.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcategories&post=232"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/tahomalaw.com\/index.php?rest_route=%2Fwp%2Fv2%2Ftags&post=232"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}