ILMA Compoundings September 2018 - 38
WASHINGTON LANDSCAPE
NLRB Provides New
Guidance on Employee
Handbooks
By Daniel Bryant
T
he National Labor Relations
Board (NLRB) issued a
decision in late 2017 in The
Boeing Company that has broad
implications for employer handbook
policies and procedures. The NLRB's
decision in Boeing overturned its
precedent in Lutheran Heritage
Village-Livonia and set forth a new
balancing test that is intended to make
it easier for employers to establish and
enforce reasonable workplace rules
and restrictions while simultaneously
protecting the rights of employees.
Lutheran Heritage required administrative law judges to go through a
three-pronged analysis to determine
if an employer's handbook policies
violated the National Labor Relations
Act (NLRA). NLRA Section 7 gives
employees the right to self-organization,
to bargain collectively and to engage
in other concerted activities for the
purpose of collective bargaining or
other mutual aid or protection. NLRA
Section 8 prohibits interference with a
protected Section 7 activity.
In Boeing, the NLRB noted that
the Lutheran Heritage test was riddled
with issues that functionally made
it impossible for an employer to
determine up front whether its policies
were lawful. The Lutheran Heritage
test was particularly difficult to apply
as it focused on whether a rule could
possibly be interpreted as impinging
38
SEPTEMBER 2018
| COMPOUNDINGS | ILMA.ORG
upon a protected right, not that it
would do so.
In Boeing, the NLRB held that, when
interpreting a facially neutral handbook
policy in the future, it will evaluate
the "nature and extent of the potential
impact on NLRA rights and legitimate
justifications associated with the rule."
In June, NLRB General Counsel
Peter Robb sent a memorandum to
the agency's regional administrators,
instructing them how to interpret claims
of improper workplace rules under
Boeing. While intended for enforcement, the memorandum is useful for
employers, including ILMA members,
to determine general "rules of the road"
for employee handbook policies.
The NLRB will apply its new test,
in conjunction with its statutory
mandates from the NLRA, and will
conclude whether an employer policy
fits into one of the following three categories outlined in the memorandum:
Category 1 - Lawful to Maintain:
Includes rules that the NLRB designates as generally lawful to maintain,
either because (i) the rule, when
reasonably interpreted, does not
prohibit or interfere with the exercise
of NLRA rights; or (ii) the potential
adverse impact on protected rights is
outweighed by business justifications
associated with the rule. As outlined
in the memo, the following would be
considered "category 1 rules":
* civility rules (such as "disparaging or
offensive language is prohibited");
* no-photography rules and norecording rules;
* rules against insubordination,
non-cooperation or on-the-job
conduct that adversely affects
operations;
* disruptive behavior rules (such as
"creating a disturbance on company premises or creating discord
with clients or fellow employees is
prohibited");
* rules protecting confidential,
proprietary and customer information or documents;
* rules against defamation or misrepresentation;
* rules against using employer logos
or intellectual property;
* rules requiring authorization to
speak for the company; and
* rules banning disloyalty, nepotism
or self-enrichment.
Category 2 - Warrant Individual
Scrutiny: Includes rules that warrant
individual scrutiny, on a case-by-case
basis, as to whether the rule would
prohibit or interfere with NLRA
rights, and if so, whether any adverse
impact on NLRA-protected conduct is
outweighed by legitimate justifications.
http://www.ILMA.ORG
ILMA Compoundings September 2018
Table of Contents for the Digital Edition of ILMA Compoundings September 2018
LETTER FROM THE CEO
INSIDE ILMA
WHAT’S COMING UP
INDUSTRY RUNDOWN
ROUGH ROAD AHEAD
A BRIEF HISTORY OF BASE OILS
BUSINESS HUB
COUNSEL COMPOUND
WASHINGTON LANDSCAPE
IN NETWORK
PORTRAIT
ILMA Compoundings September 2018 - Cover1
ILMA Compoundings September 2018 - Cover2
ILMA Compoundings September 2018 - 1
ILMA Compoundings September 2018 - 2
ILMA Compoundings September 2018 - LETTER FROM THE CEO
ILMA Compoundings September 2018 - INSIDE ILMA
ILMA Compoundings September 2018 - 5
ILMA Compoundings September 2018 - 6
ILMA Compoundings September 2018 - 7
ILMA Compoundings September 2018 - 8
ILMA Compoundings September 2018 - 9
ILMA Compoundings September 2018 - 10
ILMA Compoundings September 2018 - 11
ILMA Compoundings September 2018 - WHAT’S COMING UP
ILMA Compoundings September 2018 - 13
ILMA Compoundings September 2018 - INDUSTRY RUNDOWN
ILMA Compoundings September 2018 - 15
ILMA Compoundings September 2018 - 16
ILMA Compoundings September 2018 - 17
ILMA Compoundings September 2018 - 18
ILMA Compoundings September 2018 - 19
ILMA Compoundings September 2018 - 20
ILMA Compoundings September 2018 - 21
ILMA Compoundings September 2018 - ROUGH ROAD AHEAD
ILMA Compoundings September 2018 - 23
ILMA Compoundings September 2018 - 24
ILMA Compoundings September 2018 - 25
ILMA Compoundings September 2018 - 26
ILMA Compoundings September 2018 - 27
ILMA Compoundings September 2018 - 28
ILMA Compoundings September 2018 - 29
ILMA Compoundings September 2018 - A BRIEF HISTORY OF BASE OILS
ILMA Compoundings September 2018 - 31
ILMA Compoundings September 2018 - 32
ILMA Compoundings September 2018 - 33
ILMA Compoundings September 2018 - BUSINESS HUB
ILMA Compoundings September 2018 - 35
ILMA Compoundings September 2018 - COUNSEL COMPOUND
ILMA Compoundings September 2018 - 37
ILMA Compoundings September 2018 - WASHINGTON LANDSCAPE
ILMA Compoundings September 2018 - 39
ILMA Compoundings September 2018 - IN NETWORK
ILMA Compoundings September 2018 - 41
ILMA Compoundings September 2018 - 42
ILMA Compoundings September 2018 - 43
ILMA Compoundings September 2018 - PORTRAIT
ILMA Compoundings September 2018 - Cover3
ILMA Compoundings September 2018 - Cover4
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