Employer Restricted in Limiting Certain Offensive Speech

That’s what the NLRB ruled with respect to offensive speech in the course of a “protected concerted activity,” such as union organizing. An employer cannot discipline, discharge, or threaten such action, no matter how offensive the employee’s language unless it’s knowingly and maliciously false or publicly disparages the employer’s products or services without relating the complaints to any labor controversy. In other words, employers must tolerate foul language if it relates to wages, hours, and working conditions. #IdeaoftheDay