4/14/2025 - Apple Must Now Comply: NLRB Settlement Activates Nationwide Labor Rights Posting

Final compliance served. Notice must be posted. Employees now hold the enforcement power.

On April 14, 2025, the National Labor Relations Board formally served Apple Inc. with the finalized compliance documents in the matter of Gjovik v. Apple Inc., NLRB Case No. 32-CA-284428. This includes the conformed bilateral settlement agreement, the compliance instructions, and the official Notice to Employees.

This means Apple’s legal obligations under the settlement formally begin today — including the requirement to post the Notice of Rights publicly for 60 consecutive days, both:

• Internally, on Apple’s People intranet
• Externally, on Apple’s public-facing legal notices page

The NLRB has set a firm deadline of April 28, 2025 for Apple to post the Notice and submit proof of compliance, including:

• A signed copy of the Notice
• Screenshots showing the Notice on the intranet
• Screenshots of the revised Confidential Information definitions
• A completed Certification of Posting form​

The Notice to Employees, approved by the NLRB and signed by Apple’s legal representatives, confirms that Apple:

• Rescinded unlawful employment policies that previously defined “confidential information” so broadly that employees were effectively barred from discussing wages, hours, and working conditions
• Acknowledged employees’ rights to organize, speak to the press, publish, or engage in protected activity under the National Labor Relations Act
• Affirmed revisions to its Confidentiality & IP Agreement, Social Media Policy, Business Conduct Policy, and more, to comply with federal labor law
• Cannot discipline employees for lawful conduct under Section 7 of the NLRA, including discussing pay, recording evidence of misconduct, or participating in NLRB investigations​​​​

This settlement marks the first time Apple has agreed to a nationwide NLRB posting of this kind. It was obtained after years of litigation, appeals, and public disclosures of Apple’s unlawful policies targeting whistleblowing, organizing, and transparency.

The Notice applies to all U.S.-based Apple employees — corporate, retail, hardware, software, operations, and contractors.

However, despite the agreement being signed on April 4, 2025, the final materials were not transmitted to Apple until April 14, after I filed a formal compliance challenge earlier that morning.  You are not required to wait passively for Apple to comply.

In my personal opinion, I think all Apple workers (including managers!) are entitled to:

• Print and share this Notice
• Post it in neutral workplace locations
• Upload it to internal systems under your control (e.g., Confluence profiles, team folders, Slack pins)
• Discuss its content freely with coworkers

These are federally protected rights under the National Labor Relations Act. Apple cannot lawfully prevent you from doing so.

If Apple fails to comply by April 28, or engages in retaliatory conduct, I have reserved the right to:

• Petition the NLRB for a supplemental complaint
• Request reissuance of the original complaint and default judgment
• File parallel complaints under Section 8(a)(4) of the Act
• Submit evidence to other federal bodies (e.g., Department of Labor, SEC).

Employees witnessing continued enforcement of voided policies, or experiencing retaliation for engaging in protected activity, should consider contacting the NLRB or legal counsel. You can also file a charge against Apple Inc online at any time at NLRB.gov

This is a win — but only if enforced.

Apple workers now hold a tool that can protect their speech, organizing, and dignity.
Use it wisely.

Download the Official Notice (PDF):  gjovik_v_apple_nlrb_caseno_32ca284428_notice_to_employees.pdf

Compliance Instructions from NLRB: gjovik_v_apple_-_nlrb_compliance_materials_combined.pdf