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https://thenoblelaw.com/employment-law-blog/concerted-activity-under-the-national-labor-relations-act-during-covid-19/#:~:text=%E2%80%9CConcerted%20activity%E2%80%9D%20is%20activity%20in%20which%20two%20or,the%20protected%20right%20to%20participate%20in%20%E2%80%9Cconcerted%20activity.%E2%80%9D
https://www.nlrb.gov/about-nlrb/rights-we-protect/the-law/employees/concerted-activity
Concerted Activity. You have the right to act with co-workers to address work-related issues in many ways. Examples include: talking with one or more co-workers about your wages and benefits or other working conditions, circulating a petition asking for better hours, participating in a concerted refusal to work in unsafe conditions, openly talking about your pay and benefits, …
https://www.nlrb.gov/about-nlrb/rights-we-protect/our-enforcement-activity/protected-concerted-activity
After a work-related incident, an employee criticized her supervisor in a post on Facebook, which prompted other employees to reply to the posting. The employee was suspended the next day and later fired. The NLRB issued a Complaint alleging the employee was unlawfully fired for engaging in protected concerted activity when she posted on Facebook.
https://thenoblelaw.com/employment-law-blog/concerted-activity-under-the-national-labor-relations-act-during-covid-19/
As an employee, you have the protected right to participate in “concerted activity.” This includes the right to unite with your coworkers to talk about work-related issues regarding the following: Wages and benefits; Working conditions; Circulating petitions for things like better hours and ways to improve life at the workplace
https://www.dol.gov/sites/dolgov/files/olms/regs/compliance/eo_posters/employeerightsposter11x17_2019final.pdf
activity. • Fire, demote, or transfer you, or reduce your hours or change your shift, or otherwise take adverse action against you, or threaten to take any of these actions, because you join or support a union, or because you engage in concerted activity for mutual aid and protection, or because you choose not to engage in any such activity.
https://www.wnj.com/WarnerNorcrossJudd/media/files/uploads/Documents/Labor_Webinar_NLRA_Rights.pdf
Concerted Activities Concerted activities exist where: An employee forms, joins or helps out a labor organization. An individual employee has been authorized to speak on behalf of another employee or employees, even if it is in a nonunion setting. Employees join to act on or discuss terms and conditions of employment.
https://www.laboremploymentlawblog.com/2019/01/articles/national-labor-relations-act/protected-concerted-activity/
The Board identified the following factors that tend to support an inference that an employee’s complaint is intended to induce group action and therefore “concerted”, including (1) the statement is made in an employee meeting called by the employer to announce a decision affecting a term or condition of employment; (2) the decision affects multiple employees …
https://www.ballardspahr.com/insights/alerts-and-articles/2021/01/nlrb-on-handbook-rules-do-and-dont
In the decision, the Board reversed a number of the administrative law judge’s holdings that found a California ambulance company violated the NLRA through unlawful handbook rules and policies that restricted protected, concerted activity. The Board also held that the company violated the NLRA by maintaining handbook rules that prohibited soliciting or …
https://www.jdsupra.com/legalnews/nlrb-on-handbook-rules-do-s-and-don-ts-4054106/
Similarly, the employer’s rule against “conducting personal business on company time or company property for any purpose during working hours without prior …
https://www.employmentlawhandbook.com/employer-obligations/can-workplace-gossip-be-eliminated/
The reason for this is that there are some topics that employees are allowed to talk–or gossip–about. These include pay, hours, and working conditions. An employer who tries to prevent what the law calls “concerted activity”–which includes talking about working conditions–may be in violation of the Section 7 rights of employees.
https://www.govdocs.com/can-employees-talk-work/
It is legal for employers to set some guidelines to help limit the types of discussions that happen while employees are working, however, employers cannot prohibit discussions of wages and conditions during working hours if they allow other types of conversation to take place that are unrelated to work. What is Protected Concerted Activity ...
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