On Tuesday, the National Labor Relations Board (NLRB or Board) issued its much-awaited decision in General Motors, LLC (GM), 369 NLRB No. 127 (2020), in which it held that abusive or inappropriate workplace speech by employees engaged in protected concerted or union activity (PCA) is not protected under the National Labor Relations Act (NLRA or Act) and that employers may discipline workers for engaging in such conduct, provided, the discipline is not shown to be retaliation for protected conduct.
Continue Reading Sticks and Stones…The NLRB Rethinks Its Position on Abusive Workplace Speech by Employees While They Are Engaged in Protected Concerted and Union Activities