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<\/div>\n?The National Labor Relations Board recently ruled that off-duty contractors can participate in union activities at the workplace.<\/p>\n
The board’s Dec. 16 decision<\/a> overturns a overturns a 2019 decision and reestablishes a 2011 standard. It concludes that a property owner may exclude the employees of its contractors from engaging in protected activity on the worksite only if such activity would significantly interfere with the use of the property, or where exclusion is justified by another legitimate business reason. <\/p>\n The case involved the San Antonio Symphony, which leases performance space from the Tobin Center for the Performing Arts, which is owned and operated by the Bexar County Performing Arts Center Foundation. During the performance season, symphony employees use the Tobin Center’s break room for breaks, lunches and union meetings. <\/p>\n On Feb. 17, 2017, about a dozen symphony employees who were union members sought to peacefully leaflet on the sidewalk in front of the main entrance to the Tobin Center. They were protesting the Ballet San Antonio’s decision to use recorded music, rather than live music, for its production of Tchaikovsky’s Sleeping Beauty<\/em>. Event staff and San Antonio police officers immediately informed the symphony employees that they could not distribute leaflets anywhere on the property, including the sidewalks.<\/p>\n “For contractor employees, the right to exercise their Section 7 rights at their workplace\u2014where they interact with their co-workers and are most impacted by their employer’s decisions\u2014is critical to making the protections of the National Labor Relations Act<\/a> (NLRA) a reality,” said NLRB Chairman Lauren McFerran. The decision “ensures that contract employees’ rights are protected and respected in a manner appropriate to the nature of their employment.”<\/p>\n We gathered a group of articles on the news from SHRM Online<\/em> and other trusted news sources.<\/p>\n Barred from Property<\/p>\n The case addresses whether property owners can lawfully bar nonemployees from accessing their property to engage in protected union activity like leafletting, even if those non-employees work for an on-site contractor. This new standard is far more favorable to a contract employee’s rights to access the property. The recent NLRB decision aims to balance the countervailing interests of a property owner’s right to exclude individuals from its premises with contractors’ rights to conduct protected activities at their work location. The new standard does not eliminate property owners’ rights to exclude off-duty contractors, but instead places certain limits on these rights.<\/p>\n (National Law Review<\/a>)<\/p>\n Earlier Rule<\/p>\n A 2019 NLRB ruling barred many workers from engaging in union organizing and picketing on private property where they work but that is not owned by their employer. With its recent ruling, the NLRB said the 2019 ruling essentially made it impossible for many workers to engage in activity protected by federal labor law. Many contract employees work and interact with co-workers exclusively on other companies’ property.<\/p>\n (Reuters<\/a>)<\/p>\n Concerted Activities<\/p>\n Section 7 of the NLRA establishes the right of employees to engage in concerted activities for their mutual aid or protection. Concerted activity includes individual employees encouraging group action with co-workers, like forming a union and bargaining collectively for wages and benefits. An employer cannot discharge, discipline, threaten or coercively question an employee about such an activity. Individual griping does not qualify as concerted activity.<\/p>\n (SHRM Online<\/em><\/a>)<\/p>\n Right to Organize<\/p>\n Nonsupervisory union and nonunion employees have the right to act together to improve wages and other terms and conditions of employment and to communicate among themselves and with others to do so. This also applies to communication occurring through e-mails, blogs and social media.<\/p>\n Under the NLRA, it’s an unfair labor practice for an employer to “interfere with, restrain or coerce employees” who are exercising those rights. In recent years, the NLRB undertook an outreach and enforcement initiative to help make all employees aware of their rights to engage in protected activity to improve pay and other working conditions or to fix job-related problems. <\/p>\n