NLRB Overturns Register Guard And Holds Employees Have Presumptive Right To Use Employer Email For Section 7 Activities

On December 11, 2014, the National Labor Relations Board ("NLRB" or the "Board") issued its anticipated decision in Purple Communications, Inc., 361 NLRB No. 126 (Cases No. 21-CA-09151, 21-RC-091531, and 21-RC-091584). In a split decision with Members Miscimarra and Johnson dissenting, the 3-2 Board majority overturned its precedent in Register Guard, 351 NLRB 1110 (2007), enf'd in part, Guard Publishing v. NLRB, 571 F.3d 53 (D.C. Cir. 2009), "to the extent it holds that employees can have no statutory right to use their employer's email systems for Section 7 purposes." 361 NLRB No. 126 at slip op. 1. The decision is one of a number expected to be issued by the Board from now until December 16, 2014, when Board Member Nancy Schiffer's term expires.

In the decision, the Democratic Board majority held that "[c]onsistent with the purposes and policies of the Act and our obligation to accommodate the competing rights of employers and employees, we decide today 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." Id.

The Board majority rejected the arguments raised by Purple Communications and numerous amici that it should uphold the decision in Register Guard, which protected employers' property rights by allowing them to impose nondiscriminatory restrictions on employer email systems. Indeed, Jones Day authored or coauthored three amicus briefs to the Board in support of Purple Communications, including those on behalf of The U.S. Chamber of Commerce of the United States of America, the American Hospital Association, and the HR Policy Association. Rejecting these arguments, the Board majority instead found the analysis in Register Guard was flawed because it "undervalued employees' core Section 7 right to communicate in the workplace about their terms and conditions of employment, while giving too much weight to employers' property rights," and "inexplicably failed to perceive the importance of email as a means by which employees engage in protected communications." Id. The majority also concluded that "email systems are different in material respects from the types of workplace equipment the Board has considered in the past" because "email's flexibility and capacity make competing demands on its use considerably less of an issue." Id. at 8.

The Board did limit its holding in significant ways for...