Apple Inc., probably one of the most familiar tech companies in the world, is in trouble again. This time, the U.S. National Labor Relations Board (NLRB) is the one doing finger pointing and finds Apple CEO Tim Cook guilty of unjustified restriction on employee voices on social media and Slack. That means the back space where you discuss recent events with your colleagues and swap memes is not as open source as seemingly – at least not in Apple.
What’s Going On?
It accused Apple of putting in place some not-so-nice rules concerning employees making use of slack and other social media platforms to discuss their working conditions. Of course, one cannot help but wonder if Apple has taken this a bit too far attempting to regulate what its workers can and cannot say on social media, especially if the content in question is in support of better working conditions.
Here one of the large assertions is that Apple even terminated an employee for daring to speak. As for this employee, Janneke Parrish, she had been demanding to work remotely permanently, contributing to the pay equity survey and speaking out for what, in her opinion, is wrong in the company. For Apple, this was a no-go. However, to worsen the situation, Parrish strongly declared that in addition to firing her was the fact that Apple made other employees feel as though they are under surveillance.
Apple’s Response
Of course, Apple does not hold these accusations lightly. They have trained the allegations saying that they support the policy of ‘positive and diverse environment in the workplace.’ As for them, there is nothing wrong with it, at least they are prepared for the worst that they will have to say at the hearing.
The hearing, by the way, is set for February. If the things do not settle before then, the administrative judge will entertain the case.
Why Should We Care?
This is not the first time that the NLRB has come knocking on Apple’s door step. Actually just this month another complaint was made against the company citing they force their employees to sign hidden confidentiality clauses and overly restrictive non-compete provisions. This is beginning to become a tradition of sorts for Apple – they like to create some less-than-friendly employee policies here and there.
Yet, why should this be of any concern to the rest of us? First of all, changes in the treatment of its human resources might have some impact on the company’s stock and its shareholders’ attitudes. And let’s not kid ourselves, even if you are not an Apple shareholder, Apple triumphs are good for the tech business and thus, by extension, for all tech lovers.
In addition, there is a rising tide of unionization in Apple’s retailers across the world at this point in time. The more these issues are out in the open the more it could lead to changes not only at Apple but with other companies in the tech industry as well.
What Happens Next?
In case Apple decides not to reach an agreement with the NLRB, it will go to trial. Even if, as it is not, Apple ‘wins’ this round, the battle is not over – it may continue at an appellate level, and this kind of case often does. Therefore, do not haste because the outcome is still far from a final solution.
For now, Apple will continue to stand its ground, and Janneke Parrish, and all other employees like her will not back down.
