Employee Protections When Discussing Texas Workplace Grievances

Too often employees endure unfair or untenable workplace environments without speaking up. Often, employees are apprehensive about discussing poor working conditions with coworkers for fear of being retaliated against by their employer. Thus, it is essential that Texas employees are aware of the federal labor standards prohibiting this type of illegal practice that apply to both union and non-union workers. If you have a question about workers’ rights at your job, reach out to a Texas employment lawyer for answers.

Frequently Seen Unfair Labor Practices

Employees are vulnerable to unfair and illegal labor practices if they are unaware of the laws that protect them. Some common instances of unfair labor practices include situations where an employer threatens employees with some sort of adverse action if they engage in a discussion of workplace grievances. Some employers will even spy on employees or conduct investigations¬†in an effort to uncover an employee engaging in the above behaviors. Commonly, this includes looking into an employee’s social media accounts.

The National Labor Relations Act (NLRA) protects an employee’s right to discuss their working conditions with other employees. While employers should be aware that employees are often allowed to say negative things about their employer without risk, many of them continue to take adverse actions against their employees in these instances.

Adverse Actions against Employees for Engaging in Protected Activities

Some adverse actions that are routinely taken by employers against their employees are:

  • Punishing an employee for engaging in discussions about work;
  • Threatening an employee for engaging in protected activities; and
  • Spying on employees to determine their involvement in certain activities.

Non-Union Worker Protections U.S. Labor Relations Law

Many non-union workers are not aware of the labor laws that apply to them and often feel that they will not have the proper support if they were to face an unfair employer head-on. However, there are many legal requirements that non-union organizations must comply with under U.S. labor relations law. Federal labor law applies to almost all employees in most private workplaces.

Union Worker Protections under National Labor Relations Board

Under the NLRA, employees have the right to join together to advance common interests as employees. In many instances, employees may band together to discuss workplace grievances in an effort to rectify the problem. Employers cannot chill that behavior by threatening to take adverse action against these employees.

Have You Suffered Unfair Labor Practices Because of your Texas Employer?

If you have endured adverse actions by your employer for engaging in protected activities, you should contact the experienced attorneys at Rob Wiley, P.C. to help you understand your rights and remedies. Contact Rob C. Wiley, P.C. at 214-528-6500 to schedule a consultation.

More Blog Posts:

Can an Employer Fire Someone Based on Their Social Media Posts?, Dallas Employment Lawyer Blog, August 3, 2018.

Can Texas Employers Make Compensation Decisions Based on Race?, Dallas Employment Lawyer Blog, August 9, 2018.

 

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