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6 Aug 2018, 11:52 am
In addition to asking the public to address whether the Board should “adhere to, modify, or overrule” Purple Communications, the Board has also asked the briefs to address the following: If Purple Communications is overruled, what standard should replace it? [read post]
3 Aug 2018, 11:32 am
In what could signify the beginning of the end for Purple Communications, Inc., 361 NLRB 1050 (2014) and guaranteed employee access to Employer computer systems for union organizing purposes, the NLRB issued a notice on August 1 inviting the filing of briefs on whether the Board should uphold, modify or overrule the decision. [read post]
30 May 2023, 8:45 am
The Rio All-Suites Board overruled the Board’s prior decision in Purple Communications, Inc., 361 NLRB 1050 (2014) (“Purple Communications”), which in turn overruled the Board’s decision in Register Guard, 351 NLRB 1110 (2007). [read post]
30 Mar 2017, 6:23 am
Acting Chairman Miscimarra filed a separate dissenting opinion (Purple Communications, Inc., March 24, 2017). [read post]
23 Dec 2014, 7:58 am
On December 11, 2014, in Purple Communications, Inc. and Communications Workers of America, AFL-CIO, Cases 21-CA-095151, 21-RC-091532, and 21-RC-091584, the National Labor Relations Board (the “Board” or “NLRB”) held that “employee use of email for statutorily protected communications on nonworking time must presumptively be permitted by employers who have chosen to give employees access to their email systems. [read post]
12 Dec 2014, 10:55 am
In Purple Communications, Inc., the Board reversed what had been the law for the past 7 years. [read post]
11 Jan 2016, 10:56 am
Let’s review what has happened to the Purple Communications case itself. [read post]
23 Dec 2014, 9:35 am
The first pronouncement is found in a holding of the NLRB issued on December 11, 2014 in Purple Communications, Inc., 361 NLRB No. 126. [read post]
14 Jan 2015, 11:00 am
The effect of the Purple Communications, Inc. decision, until and unless it is overturned on appellate review, appears to be substantial. [read post]
5 May 2014, 7:23 am
On April 30, the NLRB issued its decision in Purple Communications, Inc. [read post]
2 Aug 2018, 2:37 pm
Steven Gutierrez By Steve Gutierrez On August 1, 2018, the National Labor Relations Board (NLRB or Board) issued an invitation for interested parties to file briefs on whether the Board should change or overrule its 2014 decision in Purple Communications, Inc., 361 NLRB 1050. [read post]
15 Oct 2014, 7:28 pm
See Purple Communications, Inc., 361 NLRB 43 (Sept. 24, 2014). [read post]
11 Dec 2014, 11:17 am
Today, in Purple Communications Inc. and Communications Workers of America, AFL-CIO, the NLRB overruled the Register Guard ruling as “clearly incorrect” and held that employees have a right to use their employers’ email systems for nonbusiness purposes, including communicating about union organizing. [read post]
12 Dec 2014, 2:30 pm
” Following is an excerpt: In its Purple Communications, Inc., decision, the National Labor Relations Board (“NLRB” or “Board”) has ruled that “employee use of email for statutorily protected communications on nonworking time must presumptively be permitted” by employers that provide employees with access to email at work. [read post]
12 Dec 2014, 2:34 pm
” Following is an excerpt: In its Purple Communications, Inc., decision, the National Labor Relations Board (“NLRB” or “Board”) has ruled that “employee use of email for statutorily protected communications on nonworking time must presumptively be permitted” by employers that provide employees with access to email at work. [read post]
17 Dec 2014, 9:51 am
As reported in the Hunton Employment & Labor Perspectives Blog: In Purple Communications, Inc., a divided National Labor Relations Board (“NLRB”) held that employees have the right to use their employers’ email systems for statutorily protected communications, including self-organization and other terms and conditions of employment, during non-working time. [read post]
17 Dec 2014, 9:51 am
As reported in the Hunton Employment & Labor Perspectives Blog: In Purple Communications, Inc., a divided National Labor Relations Board (“NLRB”) held that employees have the right to use their employers’ email systems for statutorily protected communications, including self-organization and other terms and conditions of employment, during non-working time. [read post]
12 Feb 2015, 4:12 pm
In April 2014, the NLRB issued a notice and invitation to the parties in a case involving Purple Communications, Inc. and interested amici curiae to file briefs on whether Register Guard should be overruled. [read post]
12 Dec 2014, 2:34 pm
” Following is an excerpt: In its Purple Communications, Inc., decision, the National Labor Relations Board (“NLRB” or “Board”) has ruled that “employee use of email for statutorily protected communications on nonworking time must presumptively be permitted” by employers that provide employees with access to email at work. [read post]
12 Dec 2014, 2:30 pm
” Following is an excerpt: In its Purple Communications, Inc., decision, the National Labor Relations Board (“NLRB” or “Board”) has ruled that “employee use of email for statutorily protected communications on nonworking time must presumptively be permitted” by employers that provide employees with access to email at work. [read post]
