Today, in an anxiously awaited decision, the National Labor Relations Board gave unions an early Christmas present by overturning a previous ruling and providing employees the right to use their employer’s email system to actively communicate about union organizing.  In Purple Communications, Inc., 361 NLRB No. 126 (2014), a divided Board held that, absent justification for a total ban on non-work related emails, employees who have been given access to an employer’s email system have the right to use that system for communications that are protected by the National Labor Relations Act.  Those protected rights include the right to organize, campaign on a union’s behalf and discuss (or complain) about terms and conditions of employment.  (Continue reading.)