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By Shaun Pannell | Vorys on Labor | April 18, 2014
Percolating for the last couple of years has been the question of whether a “savings clause” or a “disclaimer” in an employee handbook or policy manual would be sufficient to protect policies in the handbook from attack under the NLRA. In a significant decision earlier this month, the NLRB has answered that question with a resounding “maybe.”
To readers of this blog, it is no surprise that employer’s policies and rules of conduct are subject to challenge under the NLRA.
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