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  • Is Griping About Your Boss Protected Speech?

    The National Labor Relations Act of 1935 (NLRA) created the National Labor Relations Board (NLRB)  It gives employees the right to organize and bargain collectively with their employers.  This is called unionization.  It protects their activities, including speech, from any retaliation.  What first comes to mind are scenes from The Grapes of Wrath–huge corporations surrounded by picketers, signs, and angry mobs.

    Not so any more.  The NLRB has adopted a more aggressive enforcement policy with respect to small business, even non-profits.   In the modern age many forms of communication—tweets, emails, the spoken word, Facebook posts, websites—can be protectable speech even if the posts are injurious to the employers’ business.

    You Do Not Have To Be A Union Or Union Organizer To Be Protected. 

    Any employee who communicates with another employee for the purpose of forming a collective complaint to the employer is engaging in protected conduct.

    In a 2003 NLRB decision, the Board ruled that the employer violated the Act when it suspended an employee for (a) violating its rule prohibiting its employees from discussing salaries and wages with each other, (b) interrogating employees concerning their discussion of salaries and wages with each other, and (c) ultimately discharging the employee.

    The employee disclosed the salary of another employee without their permission arguably to fashion a protest against unfair wages.  The other employee’s right to privacy never entered into the analysis.  Incidentally, California Labor Code Section 232 prohibits any of the following: (a) Require, as a condition of employment, that an employee refrain from disclosing the amount of his or her wages, (b) Require an employee to sign a waiver or other document that purports to deny the employee the right to disclose the amount of his or her wages, (c) Discharge, formally discipline, or otherwise discriminate against an employee who discloses the amount of his or her wages.  The California code does not yet address the situation where an employee discloses the salary of another without their permission.  However, the Equal Pay Act that goes into effect on January 1, 2016, will include a provision stating that an employer shall not prohibit an employee from discussing the wages of others, inquiring about another employee’s wages, or aiding or encouraging any other employee to exercise his or her rights under this section. 

    In a 2014 case, the Board ruled that derogatory comments about the employer posted on the employee’s social media was protected speech under the Act.  Rumors, misrepresentations, gossip and the like are all protected unless the employer can demonstrate a real adverse impact, such as serious morale issues, on the ability of the employer to conduct business.

    As we move into the digital age the employment landscape becomes ever more complicated.  And there is no bright line on how to proceed.

    The Law Office of Phillip J. Griego
    95 South Market Street, Suite 520
    San Jose, CA 95113
    Tel. 408-293-6341
    Original article by Phillip J. Griego of the Law Office of Phillip J. Griego.
     
    Feel free to suggest topics for the blog. We are happy to consider topics pertaining to general points of Labor and Employment Law, but we cannot answer questions about specific situations or provide legal advice. If you desire legal advice, you should contact an attorney.Your use of this blog does not create an attorney-client relationship between you and the Law Office of Phillip J. Griego. The use of the Internet or this blog for communication with the firm or any individual member of the firm does not establish an attorney-client relationship. Confidential or time-sensitive information should not be posted in this blog and the Law Office of Phillip J. Griego cannot guarantee the confidentiality of anything posted to this blog.Phillip J. Griego represents employees and businesses throughout Silicon Valley and the greater San Francisco Bay Area including Palo Alto, Menlo Park, Mountain View, Los Altos, San Jose, the South Bay Area, Campbell, Los Gatos, Cupertino, Morgan Hill, Gilroy, Sunnyvale, Santa Cruz, Saratoga, and Alameda, San Mateo, Santa Clara, San Benito, Mendocino, and Calaveras counties.

  • Are Confidentiality Provisions in Settlement Agreements Enforceable?

    When settling an employment claim, many employers insist upon a confidentiality clause.  The clauses vary but oftentimes provide for liquidated damages or the return of the settlement payment if the person discloses the existence or amount of the settlement agreement.  So how enforceable are those agreements?  According to a story by the Palm Beach Post, one Florida teen’s Facebook post cost the father his $80,000.00 settlement.

    According to the article, Patrick Snay settled his age discrimination case against his former employer, Gulliver Preparatory School in Miami.  The settlement agreement included a confidentiality clause.  Upon learning of the settlement, Mr. Snay’s daughter posted the following on her Facebook page: “Mama and Papa Snay won the case against Gulliver. Gulliver is now officially paying for my vacation to Europe this summer. SUCK IT.”  When the school learned about the post, they accused Mr. Snay of violating the confidentiality clause and refused to pay the settlement.

    Snay won an early victory to enforce the agreement, but the school appealed the decision and won.  Mr. Snay could appeal again, but there’s no guarantee he’ll get the money back.

    The moral of the story: If you sign an agreement promising not to disclose something, keep your mouth shut.  Perhaps even more importantly, know

    The Law Office of Phillip J. Griego
    95 South Market Street, Suite 520
    San Jose, CA 95113
    Tel. 408-293-6341
     
    Original article by Robert E. Nuddleman, former associate of The Law Office of Phillip J. Griego.
     
    Feel free to suggest topics for the blog. We are happy to consider topics pertaining to general points of Labor and Employment Law, but we cannot answer questions about specific situations or provide legal advice. If you desire legal advice, you should contact an attorney.
     
    Your use of this blog does not create an attorney-client relationship between you and the Law Office of Phillip J. Griego. The use of the Internet or this blog for communication with the firm or any individual member of the firm does not establish an attorney-client relationship. Confidential or time-sensitive information should not be posted in this blog and the Law Office of Phillip J. Griego cannot guarantee the confidentiality of anything posted to this blog. Phillip J. Griego represents employees and businesses throughout Silicon Valley and the greater San Francisco Bay Area including Palo Alto, Menlo Park, Mountain View, Los Altos, San Jose, the South Bay Area, Campbell, Los Gatos, Cupertino, Morgan Hill, Gilroy, Sunnyvale, Santa Cruz, Saratoga, and Alameda, San Mateo, Santa Clara, San Benito, Mendocino, and Calaveras counties.

  • Robert Nuddleman & Tyler Paetkau on Your Legal Rights: Social Media in the Workplace

    Tyler Paetkau and Robert Nuddleman will be appearing on Chuck Finney’s radio show, Your Legal Rights, to discuss Social Media in the Workplace.  Tyler, a partner at Hartnett, Smith & Paetkau, has represented employers in labor and employment law matters for more than 20 years.  Mr. Nuddleman has represented employees and employers for more than 15 years.

    Tyler and Rob will be talking about employee privacy rights in their social media and what companies can and cannot do to control an employee’s use of social media in and about the workplace.  Can an employer force you to reveal your Twitter password?  What can an employer do if an employee posts negative or confidential information about the company on Facebook?  What policies should an employer adopt regarding social media?  Do employees have the right to complain about their workplace?  The attorneys will also take calls from the audience.

    In the San Francisco Bay Area you can listen live at 7:00 p.m. at 91.7 FM, or you can listen online through KALW’s website at http://www.kalw.org.

    The Law Office of Phillip J. Griego
    95 South Market Street, Suite 520
    San Jose, CA 95113
    Tel. 408-293-6341
     
    Original article by Robert E. Nuddleman, former associate of The Law Office of Phillip J. Griego.
     
    Feel free to suggest topics for the blog. We are happy to consider topics pertaining to general points of Labor and Employment Law, but we cannot answer questions about specific situations or provide legal advice. If you desire legal advice, you should contact an attorney.
     
    Your use of this blog does not create an attorney-client relationship between you and the Law Office of Phillip J. Griego. The use of the Internet or this blog for communication with the firm or any individual member of the firm does not establish an attorney-client relationship. Confidential or time-sensitive information should not be posted in this blog and the Law Office of Phillip J. Griego cannot guarantee the confidentiality of anything posted to this blog.Phillip J. Griego represents employees and businesses throughout Silicon Valley and the greater San Francisco Bay Area including Palo Alto, Menlo Park, Mountain View, Los Altos, San Jose, the South Bay Area, Campbell, Los Gatos, Cupertino, Morgan Hill, Gilroy, Sunnyvale, Santa Cruz, Saratoga, and Alameda, San Mateo, Santa Clara, San Benito, Mendocino, and Calaveras counties.