In the settlement announcement, the NLRB noted that AMR agreed to change its “overly-broad rules to ensure that they do not improperly restrict employees from discussing their wages, hours, and working conditions with coworkers and others while not at work.” The company also agreed that they would not “discipline or discharge employees for engaging in such discussions.”
Additional details of the settlement, including payments to Souza, have not been made public.
The NLRB made it clear, however, that right to critize employers, management, or working conditions applies to both unionized and nonunionized employees. According to the board, such activities are considered protected activity under the federal law that gives employees the right to form unions.
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