It has come to the attention of United Contract Attorneys that Epiq has settled an NLRB complaint with a temporary contract worker. Epiq sent a notice to their employees on Thursday, 06/04/2015, pursuant to a Settlement Agreement approved by the Regional Director of Region 2 of the National Labor Relations Board in Case 02-CA-145332, which states the following. We've decided to withhold the employee's name at this time, but if anyone knows this individual, please invite them to our next meeting or ask them to contact the UCA.
"FEDERAL LAW GIVES YOU THE RIGHT TO:
• Form, join, or assist a union;
• Choose a representative to bargain with us on your behalf;
• Act together with other employees for your benefit and protection;
• Choose not to engage in any of these protected activities.
WE WILL NOT do anything to prevent you from exercising the above rights.
WE WILL NOT discharge our employees because they engage in protected concerted activities by discussing overtime hours and pay.
WE WILL NOT interrogate our employees because they engage in protected concerted activities by discussing overtime hours and pay.
WE WILL NOT in any like or related manner interfere with your rights under Section 7 of the Act.
WE HAVE reinstated (Name withheld by UCA), without any loss of wages or benefits, to his document reviewer position and he has completed the two week project for which he was employed.
WE WILL consider (Name withheld by UCA) for employment on future projects for which he applies.
WE WILL remove from our personnel records any reference to the January 17, 2015 discharge of (Name withheld by UCA), notify (Name withheld by UCA) when we have removed these records and we will not rely on these records when making any future employment related decisions involving (Name withheld by UCA)."
While this is good news, please do not take this as carte blanche to engage in these activities during working hours when you are not on a documented break. We do not believe that Epiq is intending to lie down and allow organizing on their projects. In fact, the events that lead to this settlement will not likely occur again because their counsel has likely already worked out ways to discharge employees who they see as trouble makers. Still the safest way to organize is after hours off the companies' premises.