To help employers craft handbooks that don’t violate the National Labor Relations Act, the National Labor Relations Board has issued a compilation of rules it has found to be illegal — and rewritten them to illustrate how they can comply with the law. It was issued as a by NLRB General Counsel Richard F.

To “help employers to review their handbooks and other rules, and conform them, if necessary, to ensure they are lawful.” Specifically, the memorandum points out employer policies found to violate and conform to Section 7 of the NLRA. The main area of concern Section 7 mandates that employees be allowed to participate in “concerted activity” to help improve the terms and conditions of their work. The NLRB has made it abundantly clear recently that it’s on the lookout for rules that: • explicitly restrict protected concerted activity, and/or • could be construed to restrict protected Section 7 activity. One thing the memorandum makes very clear: extremely subtle variations in language could be the difference between having a legal policy in the NLRB’s eyes and having one that’s viewed as violating the NLRA. What to say, what not to say Here are many of the dos and don’ts highlighted by the memorandum, separated by topic: Rules regarding confidentiality • Illegal: “Do not discuss ‘customer or employee information’ outside of work, including ‘phone numbers [and] addresses.' ” The NLRB said, in addition to the overbroad reference to “employee information,” the blanket ban on discussing employee contact info, without regard for how employees obtain that info, is facially illegal. • Illegal: “Never publish or disclose [the Employer’s] or another’s confidential or other proprietary information.

Never publish or report on conversations that are meant to be private or internal to [the Employer].” The NLRB said a broad reference to “another’s” information, without clarification, would reasonably be interpreted to include other employees’ wages and other terms and conditions of employment. • Illegal: Prohibiting employees from “[d]isclosing details about the [Employer]. Malayalam Christian Songs Free Download For Mobile. ” The NLRB said this is a broad restriction that failed to clarify that it doesn’t restrict Section 7 activity. • Legal: “No unauthorized disclosure of ‘business “secrets” or other confidential information.' ” • Legal: “Misuse or unauthorized disclosure of confidential information not otherwise available to persons or firms outside [Employer] is cause for disciplinary action, including termination.” • Legal: “Do not disclose confidential financial data, or other non-public proprietary company information.

Download this with 140 topics in MS Word format to meet your organization’s HR needs. The MS Word template includes 100 pages of sample material, including sections on Employment Status and Records, Employee Benefit Programs, Timekeeping, Payroll, Anti Discrimination, Harassment, Work Conditions, Leave of Absence, Employee Conduct, Disciplinary Actions, IT Policies, and Health and Safety. Employee Manual: Blue Theme Here are sample screenshots from the Employee Manual template, including some from the Employee Conduct, Disciplinary Actions, and IT Policies You get two templates in the zip file. One blue theme, the other red.