As a business owner, staying up to date with legal developments that impact your company is crucial. Recently, a landmark ruling by the National Labor Relations Board (NLRB) on August 2, 2023, has significant implications for employers nationwide. This ruling in Stericycle vs. NLRB may require you to review and revise your employee handbooks and policies, potentially affecting numerous workplace rules maintained by private-sector employers, regardless of whether they are unionized.
The Scope of the Ruling
The NLRB’s ruling applies to all companies covered by the National Labor Relations Act (NLRA), which includes the vast majority of employers in the United States. However, it does not apply to federal or state governmental units, railroads, or airlines.
New Standard for Work Rules
The Stericycle ruling established a new standard for determining whether work rules violate the NLRA. According to this standard, if an employee could reasonably interpret a work rule to have a coercive meaning, the NLRB may find it to have a reasonable tendency to chill employees from exercising their NLRA rights. In other words, the intention behind the rule is no longer the primary consideration. Instead, the NLRB will interpret the rule from the perspective of an economically dependent employee who contemplates engaging in protected concerted activity.
Protected Concerted Activity
Protected concerted activity refers to actions taken by employees to address workplace issues collectively. This includes discussions about wages and benefits, circulating petitions for better working conditions, refusing to work in unsafe conditions, openly discussing pay and benefits, and collectively addressing workplace problems with the employer or relevant authorities.
Potential Implications for Business Owners
Business owners need to be aware of how this ruling may impact their workplace policies. If the NLRB’s general counsel can demonstrate that a work rule has a reasonable tendency to chill employees from exercising their NLRA rights, the rule is presumptively unlawful. However, employers can counter this presumption by proving that the rule serves a legitimate business interest and cannot be advanced with a more narrowly tailored policy.
Workplace Policies Under Scrutiny
The Stericycle ruling may put various workplace policies under scrutiny. Policies related to social media usage, criticism of the company or management, promoting civility, insubordination, confidentiality of investigations and complaints, workplace behavior, safety complaints, company communication resources, recording of meetings or smartphone use, meetings with co-workers, and communication with the media or government agencies are examples of policies that may need to be reviewed and revised to align with the new board standard.
Recommended Action for Business Owners
To navigate these changes effectively and ensure compliance with the NLRA, business owners are strongly advised to work closely with their legal counsel. Conduct a comprehensive review of your current employment policies and keep abreast of board decisions that will apply the Stericycle standard in the future. Taking proactive steps to revise your policies now can help mitigate potential risks, avoid penalties, backpay awards, and negative impacts on union elections.
The NLRB’s ruling in Stericycle represents a significant shift in evaluating workplace policies. As a business owner, it’s crucial to take this ruling seriously and work with legal experts to ensure your policies align with the new standard. By doing so, you can protect your business from potential legal challenges and create a positive work environment that fosters employee engagement and productivity. Stay informed, stay compliant, and secure the future of your business. Contact us to schedule your initial consultation today by giving us a call at 703-558-9311 or by sending us a email at info@seddiqlawfirm.com.