This Month Only! >> $20 off and a FREE SHRM tote with your membership and code TOTE2018!
Sign up for free email newsletters and get more SHRM content delivered to your inbox.
Is your employee handbook keeping up with the changing world of work? With SHRM's Employee Handbook Builder get peace of mind that your handbook is up-to-date.
Build competencies, establish credibility and advance your career—while earning PDCs—at SHRM Seminars in 12 cities across the U.S. this spring.
#SHRM18 will expand your perspective – on your organization, on your career, and on the way you approach HR. Join us in Chicago June 17-20, 2018
Members may download one copy of our sample forms and templates for your personal use within your organization. Please note that all such forms and policies should be reviewed by your legal counsel for compliance with applicable law, and should be modified to suit your organization’s culture, industry, and practices. Neither members nor non-members may reproduce such samples in any other way (e.g., to republish in a book or use for a commercial purpose) without SHRM’s permission. To request permission for specific items, click on the “reuse permissions” button on the page where you find the item.
Employers need not read the tea leaves anymore about what employee handbook language the National Labor Relations Board (NLRB) general counsel considers to be prohibited. NLRB General Counsel Richard Griffin Jr. put the agency’s cards on the table in a March 18, 2015, report to NLRB regional directors that he said hopes “will be of assistance to labor law practitioners and human resource professionals.”
The general counsel is taking “an expansive view” of language that is prohibited by the National Labor Relations Act (NLRA), according to Steven Swirsky, an attorney with Epstein Becker & Green in New York City. And much of the language hasn’t been approved or disapproved by courts or the board, he added.
Nevertheless, reviewing the report should give HR professionals ideas on whether and how their policies should be changed, Swirsky added. He cautioned that employers “should not cut and paste,” as different companies will have different circumstances.
Unionized and nonunion businesses alike should pay attention. Swirsky said many employers tune out news about the NLRA because they think it applies only to unionized employers. A big reason for this report is to emphasize that the law also applies to nonunion environments, he remarked.
The following confidentiality rules are unlawful, and thus should not be included in any employee handbook, Griffin said:
The first rule has an unlawfully overbroad reference to “employee information,” Griffin explained. The second is overbroad because a reasonable employee would not understand how the employer determines what constitutes a lawful company policy, according to Griffin.
As for the third rule, he said, “While an employer may clearly ban disclosure of its own confidential information, a broad reference to ‘another’s information,’ without further clarification, as in the above rule, would reasonably be interpreted to include other
employees’ wages and other terms and conditions of employment” (emphasis in the original). Employees may discuss terms and conditions of employment as a part of their protected concerted activity under the NLRA.
Lawful confidentiality rules include:
Employee Conduct Rules
Employee conduct rules are common in employee handbooks, but some typical language should be jettisoned, according to the general counsel. Here are conduct rules he considers to be unlawful:
Griffin described these rules as “unlawfully overbroad since employees reasonably would construe them to ban protected criticism or protests regarding their supervisors, management or the employer in general.”
But Swirsky said the board and its general counsel have a tendency to think that the NLRA takes precedence over other laws.
Therefore, some of the report’s conclusions may be ripe for challenge.
For example, Griffin said that “Don’t pick fights online” is an unlawful conduct rule “because its broad and ambiguous language would reasonably be construed to encompass protected heated discussion among employees regarding unionization, the employer’s labor policies or the employer’s treatment of employees.”
On the other hand, if the general counsel doesn’t like this language, why pick a fight with the board?
Lawful conduct rules include:
“Although a ban on being ‘disrespectful’ to management, by itself, would ordinarily be found to unlawfully chill Section 7 criticism of the employer, the term here is contained in a larger provision that is clearly focused on serious misconduct, like insubordination, threats and assault,” Griffin said. “Viewed in that context, we concluded that employees would not reasonably believe this rule to ban protected criticism.”
The report also includes examples of prohibited and permitted handbook rules on:
In addition, the report concludes with language in an employee handbook that the board approved from a settlement with Wendy’s, the fast-food chain. The report, called
Report of the General Counsel Concerning Employer Rules, is available at
Allen Smith, J.D., is the manager of workplace law content for SHRM. Follow him
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Please sign in as a SHRM member before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
Become a SHRM Member
SHRM’s HR Vendor Directory contains over 10,000 companies