I think there's a piece that some people are overlooking. There are very specific statutory protections about when, where, and how you have a right to organize.
Things that would likely require legal review and Google has the budget to test the waters of at this point.
The last clause in the link below pertains to this scenario, I think, which may bite Google. Or it may not because it all depends on case law and what union leadership is willing to push back on (which could take years to sort out via legal proceedings)
Really, at the end of the day all Google has to risk via this kind of behavior is some lawyer time, setting precedent, and potentially being required to post a notice if they end up losing.
> Working time is for work, so your employer may maintain and enforce non-discriminatory rules limiting solicitation and distribution, except that your employer cannot prohibit you from talking about or soliciting for a union during non-work time, such as before or after work or during break times; or from distributing union literature during non-work time, in non-work areas, such as parking lots or break rooms. Also, restrictions on your efforts to communicate with co-workers cannot be discriminatory. For example, your employer cannot prohibit you from talking about the union during working time if it permits you to talk about other non-work-related matters during working time.
Things that would likely require legal review and Google has the budget to test the waters of at this point.
The last clause in the link below pertains to this scenario, I think, which may bite Google. Or it may not because it all depends on case law and what union leadership is willing to push back on (which could take years to sort out via legal proceedings)
Really, at the end of the day all Google has to risk via this kind of behavior is some lawyer time, setting precedent, and potentially being required to post a notice if they end up losing.
Source: https://www.nlrb.gov/rights-we-protect/whats-law/employees/i...
> Working time is for work, so your employer may maintain and enforce non-discriminatory rules limiting solicitation and distribution, except that your employer cannot prohibit you from talking about or soliciting for a union during non-work time, such as before or after work or during break times; or from distributing union literature during non-work time, in non-work areas, such as parking lots or break rooms. Also, restrictions on your efforts to communicate with co-workers cannot be discriminatory. For example, your employer cannot prohibit you from talking about the union during working time if it permits you to talk about other non-work-related matters during working time.