Two weeks ago, the National Labor Relations Board ruled against T-Mobile because their handbook required workers “to maintain a positive work environment by communicating in a manner that is conducive to effective working relationships”, a rule the out-of-control federal agency thought stifled worker rights to engage in concerted activities.  This week we learn, they’ve overturned a rule that prohibited conduct offensive to other employees because the rule was “not accompanied by any other descriptive language that would help employees interpret what types of ‘offensive’ conduct the rule is targeting”! So, if employees are positive you could be liable, and if they’re offensive, but didn’t know exactly what was offensive you could be liable too!  Precisely why many DDIFO meetings focus on employment law!