To the great relief of employers, in a December 2007 opinion the National Labor Relations Board (“NLRB” or “Board”) clarified an employer’s ability to regulate and restrict employee use of an employer- owned email system. See The Guard Publishing Company d/b/a The Register-Guard and Eugene Newspaper Guild, 351 NLRB No. 70. The decision addressed specifically an employer’s right to prohibit the use of an employer-owned email system for union-related messages. However, the decision potentially has a much broader reach and may affect an employer’s ability to prohibit employee use of all forms of its property, including bulletin boards and telephone systems, for union-related business.