According to a decision reported by Bloomberg, the National Labor Relations Board (NLRB) ruled today that Apple broke U.S. labor regulations when it warned staff members through email against disclosing proprietary corporate information.
According to the NLRB, statements by “high-level executives” and Apple’s policies regarding leaks “tend to interfere with, restrain, or force employees” from exercising their rights under the National Labor Relations Act.
Tim Cook, the CEO of Apple, sent an email to staff members in November 2021 that was cited in the NLRB’s ruling. Cook stated that employees who divulge private information about Apple “do not belong” there, regardless of whether they were talking about “product I.P. or the specifics of a private discussion.” He stated that Apple would “do everything in [its] ability to identify those who leaked” at the time. Email sent by Cook
I’m writing to you today because many of you have expressed how angry you were that the meeting’s details had been leaked to the media. This follows a product launch in which most of our announcements’ specifics were leaked to the media.
I want you to know that I sympathize with your annoyance. These changes to bonding as a team are significant. However, they only function if we believe that Apple will retain ownership of the content. We are making every effort to track down individuals who leaked. As you know, we do not tolerate the exposure of confidential information, including product intellectual property or the specifics of a private meeting. We are aware that the leakers are a small minority. Additionally, we are aware that those who divulge private information are not welcome.
Cook did not mention a product leak in his email. However, it was directed at staff members who had divulged information about a meeting that discussed pay fairness, telecommuting, COVID immunizations, and other topics.
With his words, Cook allegedly violated worker rights, claims the NLRB. To avoid a complaint, Apple will have to settle with the NLRB. The NLRB is unable to take unilateral action to penalize firms for infractions. Nevertheless, administrative law judges examine NLRB grievances. They can go to federal court to have the law changed there.
The NLRB also claimed that Apple broke the law by forcing employees to attend anti-union meetings and questioning and coercing them at its stores in Atlanta and New York.
