The NLRB forced Northeastern University to Change Three Work Policies Based on my 2024 Charge

In 2024, I filed an unfair labor practice charge with the National Labor Relations Board (NLRB) alleging that Northeastern University maintained workplace policies that violated federal labor law — specifically, that they were written broadly enough to chill employees' rights under Section 7 of the National Labor Relations Act: the right of workers to organize, act together, and speak up about their working conditions.

The NLRB investigated and it agreed: three of Northeastern's policies were overbroad and in violation of the Act. Rather than let the case proceed toward a complaint and trial, Northeastern amended all three policies by adding explicit language protecting workers' Section 7 rights.

• Media Relations (Policy 119) — Northeastern added language at the start of the policy making clear it does not apply to employees exercising their Section 7 rights (including talking to the media in their personal capacity about their terms and conditions of employment).
• Non-Solicitation and Sales (Policy 300) — Northeastern added that nothing in the policy is intended to prevent employees from soliciting support for a labor organization, including distributing labor-related materials during non-working time in non-working areas.
• Endorsements and Use of University Identifiers (Policy 116) — Northeastern added that nothing in the policy may be interpreted or applied to interfere with, restrain, or deny employees' Section 7 rights, including protected concerted activity for collective bargaining or other mutual aid and protection.

Overbroad workplace rules chill worker organizing even if they're not enforced. When employees read a policy that could be used to prevent them from talking to a reporter, handing a coworker a flyer, or organizing, many will simply stay quiet instead of accept the risk of discipline. Getting these carve-outs in writing means Northeastern's own policies now tell workers, in plain terms, that the university will not interfere with worker's federally protected labor rights.

The charge was formally dismissed — but the dismissal letter reads like a settlement. It documents what was unlawful and exactly how Northeastern came into compliance. That record is now public.

You can read the dismissal letter here: 

gjovik_v_neu_dis.01-ca-342355.c_case_dismissal_letter.pdf
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You can read my full position statement here: ​

nlrb_-_neu_-_gjovik_-_position_statement_part_i_of_ii_-_unlawful_work_rules_-_efiled_final.pdf
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​-Ashley