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NLRB: Smile for the Camera! NLRB Comes Down on Two of Boeing's Photography Policies


The Boeing Company - NLRB


Facts:  There are two relevant factual situations upon which this decision turns.  The first:  In 2012, union employees took part in peaceful protests at several Boeing's facilities by wearing red shirts on Wednesdays and engaging in peaceful walks or marches to support the upcoming contract negotiations.  Boeing photographed hundreds of these employees who participated in the marches.

The second:  Boeing had in place a policy in which employees were limited to the use of camera devices in the workplace.  If the employees wanted to use a camera device, they were required to show a valid business justification, had to get prior authorization, etc).

These actions by Boeing were complained of as unfair labor violations of the National Labor Relations Act (Act).

Holding:  The NLRB Administrative Law Judge held that Boeing's photographing the employees that marched amounted to a violation of the Act.  While Boeing argued that photographing the marches was necessary to monitor the situation and because the employees disrupted production, the NLRB Judge disagreed and held that Boeing's photography was unlawful "surveillance."  In part, the Judge noted that the marches were peaceful and no employees had been disciplined by Boeing for involvement in the marches.

As for Boeing's limitations on its employees' rights to use camera devices at work, the Judge rejected Boeing's argument that these limitations were needed to protect confidential and proprietary production processes.  Instead, the Judge held that Boeing's limitations "chilled" employee rights under the Act.  Since Boeing permitted non-employees to take tours of its facilities and take photographs without restrictions, the limitation on its employees was over broad. 

Unsurprisingly, Boeing has indicated they intend to appeal this decision to the full NLRB. 

Date:  May 15, 2014

Opinion:  http://www.btlaborrelations.com/wp-content/uploads/2014/05/ALJ-Opinion.pdf

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