In-N-Out Burger, Inc. v. Nat'l Labor Relations Bd.

**In-N-Out Burger vs. National Labor Relations Board** This case involved In-N-Out Burger's workplace policy that completely banned employees from wearing any pins, buttons, or stickers while at work. Some workers wanted to wear union-related pins to show support for organizing efforts and to communicate with coworkers about wages and working conditions. The company enforced its blanket ban against these employees, leading to complaints filed with the National Labor Relations Board (NLRB). The court sided with the NLRB and against In-N-Out Burger. The Fifth Circuit Court of Appeals upheld the NLRB's ruling that the company's total ban on pins and stickers violated federal labor law. The court found that this blanket policy interfered with workers' legal right to engage in "protected concerted activity" – which includes discussing workplace issues like pay and working conditions with fellow employees. This ruling matters because it protects workers' rights to communicate about workplace issues through visible symbols like union pins or buttons. Employers cannot impose blanket bans on all pins and stickers if doing so prevents workers from expressing views about wages, working conditions, or union organizing. However, companies may still have reasonable dress code restrictions that don't interfere with these protected rights.