Ashley Gjovik - Updates (RSS) - Ashley M. Gjøvik

04/08/2025 - NLRB Win: Apple Compelled to Rescind Unlawful Policies Nationwide

4/8/2025

Today marks a monumental moment in my legal battles for accountability and worker rights: the National Labor Relations Board (NLRB) has finalized a settlement with Apple Inc., requiring the company to rescind its unlawful workplace policies on a nationwide basis. (NLRB Case No. 32-CA-284428).

After nearly three years of fighting, the company that once claimed its policies were above scrutiny has now been forced to roll back key provisions that suppressed employees’ rights to:

Discuss their wages, hours, and working conditions;
Speak to the press;
Share personal contact information with coworkers;
Engage in union activity and protected concerted action.

This is the first time Apple has entered into a public labor settlement of this scope, and it confirms what I’ve argued from the start: Apple’s internal policies were illegal under federal labor law.

What the Settlement Requires

The signed settlement agreement mandates that Apple:

Publicly post a notice and the revised policies on their employee intranet (for at least 60 days) and on a public-facing website indefinitely.
Rescind or revise definitions of "confidential" and "proprietary information" in their employment agreements and policies. Clarify that employees can talk about their pay, working conditions, and union organizing without retaliation.
Stop surveillance practices and enforcement of surveillance policies that violated employee rights by monitoring protected activity. (!!!)
Submit compliance proof, including screenshots, to the NLRB and to me to confirm implementation.

This agreement covers all Apple employees in the United States.

My Joinder Brief: Calling Out Apple’s Lies & Preserving All Rights

I filed a Statement of Joinder alongside the settlement to both support its approval and reserve all my rights for ongoing litigation. My brief highlights several critical truths:

Apple’s Retaliation: Apple fired me citing the very policies they now admit were unlawful. As I wrote in my statement: “If these policies were unlawful, then terminating me for violating them was also unlawful retaliation.”
Apple’s Pattern of Deception: Even while negotiating this settlement, Apple told the courts and the public they never maintained these unlawful policies. I exposed these falsehoods in detail, including Apple’s misleading representations to:
- The federal courts;
- The SEC and its own shareholders;
- The public through deceptive press statements.
Policy Loopholes Remain: While Apple has revised its policies, they failed to incorporate these changes directly into binding employment contracts, leaving room for future abuse. I flagged this legal ambiguity for the NLRB’s attention.
Apple Silenced Me for Asserting My Rights: Apple previously cited my request for protections during NLRB questioning as grounds for termination. Ironically, Apple’s revised policies now incorporate exactly the protections I originally demanded.
I Preserved All Rights: Crucially, I made it clear this settlement does not waive my claims in federal court, at the U.S. Department of Labor, or in any other forum. I continue to pursue full accountability across multiple venues.

Why This Matters

This isn’t just a personal victory — it’s a precedent-setting moment for tech workers and whistleblowers nationwide.

Pro-worker Precedent: The settlement confirms that broad, sweeping corporate confidentiality policies violate labor law when they chill protected employee speech.
Transparency: Apple is required to post compliance documentation publicly.
Future Enforcement: Apple faces ongoing monitoring and can be charged again if they violate the agreement.

As I wrote in my statement to fellow Apple employees: “You now have confirmation that your right to discuss wages, conditions, or organize is protected by law. If you are told otherwise: they are wrong and you can file an NLRB charge reporting their failure to comply with this agreement.”

Important Note for Apple Employees

If you believe Apple is violating this settlement or the National Labor Relations Act again:

You can file an NLRB charge directly here: https://www.nlrb.gov
If you prefer not to file under your own name, you can contact me at [email protected].
- I am not your lawyer, but I am your ex-coworker — and depending on the situation, I may be able to file a charge on your behalf. If you have a copy of an email or statement made by Apple after entering this agreement, that you believe facially violates this agreement, that should be a slam dunk.

Additionally, Apple employees can include copies of this settlement agreement in their own legal filings — whether employment lawsuits or agency complaints. This agreement is not specific to me. It applies to all Apple employees, and you have every right to use it to defend your rights.

This fight is not over, but this victory sends a clear message: no corporation, not even Apple, is above the law.