NLRB Rules That Employees Have the Right to Be Disrespectful to Fellow Employees

NLRB

The NLRB has ruled, once again, that a company’s employee handbook cannot require its employees to be courteous to fellow employees.

Bill McMorris of the Washington Free Beacon reports that,

A New York National Labor Relations Board judge ruled that a Hooters franchise cannot force its employees to act in a respectful manner toward customers, nor could managers punish employees for insubordination.

Alexis Hanson, a waitress at Hooters, confronted a coworker with a plethora of obscenities because the coworker allegedly rigged a bikini contest. After Hooters fired Hanson for the outburst, the NLRB not only ordered the company to rehire her with back-pay, but ordered the Hooters franchise to post a sign on their premises that read,

WE WILL NOT maintain or enforce a provision in our Employee Handbook that prohibits employees from being disrespectful to the Company, other employees, customers, partners, and competitors, posting no offensive language or pictures and no negative comments about the Company or coworkers of the Company.

As I have said before, these NLRB rulings are not only absurd at face value, but the legal precedents used to justify such decisions are based on equally ridiculous legal reasoning.

Time and time again, the Obama-appointed NLRB has clearly shown that it is biased against employers and common sense. The politically appointed NLRB cannot be trusted to impartially deliberate over labor disputes.

2 thoughts on “NLRB Rules That Employees Have the Right to Be Disrespectful to Fellow Employees

  1. My name is Gerard, Yves. I have been working for this company since April 2009 in Miami, Florida. I was given the opportunity to transfer to mcallen Texas transported undocumented aliens. I have been doing this job for four years and six months. I have never had any problems doing my job. The only thing I have in my record, back in February 5th I was suspended for one day because my patner hit a scanbox in one of the border patrol premises. My employer told me that they placed me on administrative leave because there were some serious allegations made by the client toward me. I find it unfair and I don’t trust and believe their accusations because on May 1st, of this there was an incident worst xompare to what they accused me for. Example, there was a coworker who left his wwapon unattended and the client found the weapon. According to g4s policies negligence is a ground for direct termination and no disciplinary action taken toward that employee and he is still working like nothing happened. I am scared that they want to fire me unjustly and that’s why I send this email to help me out.

  2. Alex,

    Did Hooter’s display the sign? Because that would seem to be forced speech which the US Supreme Court has routinely held is a violation of the First Amendment.

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