What is considered “Protected Concerted Activity” under the National Labor Relations Act?

It is now easier to find out whether employee conduct is considered protected concerted activity under the National Labor Relations Act (NLRA) by visiting the NLRB website at www.nlrb.gov/concerted-activity.  The NLRB’s new webpage acts as a guide to cases across the country describing workplace situations involving both union and non-union employees who were disciplined or discharged when they engaged in permissible work-related conduct, such as opposing unsafe work practices.  Under Section 7 of the NLRA, “Employees shall have the right to self-organization, to form, join, or assist labor organizations, to bargain collectively through representatives of their own choosing, and to engage in other concerted activities for the purpose of collective bargaining or other mutual aid or protection, and shall also have the right to refrain from any or all such activities.” This should be a useful tool for workers and advocates seeking to protect employees who join together to challenge or oppose questionable employer conduct, practices or policies.

Posted on September 23, 2012 .