In one of its more recent rulings, a three-member panel of the National Labor Relations Board found against an employer (Boch Imports, Inc.) who maintained employee handbook provisions the NLRB said were too broad. The case, which was initially filed in 2012, centered on the employer’s dress code, which prohibited employees from wearing any pins, insignias or message-bearing clothing and its social media policy. As to the latter, employees were required to identify themselves when posting online comments about the employer, its business or any policy issue, and were prohibited from using the employer’s logo in any manner. The decision has been appealed to the 1st US Circuit Court of Appeals. In another twist on the phrase joint-employers, the (allegedly) unbiased and objective Board agreed to review a 2012 decision (Miller & Anderson, Inc.) by the Region 5 Regional Director denying an election petition by the Sheet Metal Workers International Association, Local #19. The petition sought to unionize multiemployer regular and temporary workers of different companies, but was denied by the Director because the employers did not consent to multiemployer bargaining as required by the 1973 Greenhoot, Inc. and 2004 Oakwood Care Center cases. By granting review of this denial, it would appear the NLRB is poised to change the rules of how unions may organize temporary workers. Is this the “Hope and Change” they talked about in 2008??