Over the last few years, the Board has targeted vague and overly broad language in employee handbooks or employment policies because the language may have created a “chilling effect” on protected concerted activity. This approach started with social media policies but was extended to apply to employment-at-will statements, confidentiality provisions, workers' access to company property, dress codes or worker expression policies, prohibitions on certain employee communications both inside and outside the workplace, and non-disparagement policies.
Read about 2016 court cases.
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