So there’s a statute of limitations on NLRB enforcement (that is clearly intentionally shortened to as great an extent possible in order to minimize employee op

So there’s a statute of limitations on NLRB enforcement (that is clearly intentionally shortened to as great an extent possible in order to minimize employee options), however in this case they’re saying that if an employer attempts to enforce the now invalid non disparagement clause, that would be the point in time of the violation. So a company with could have enforced this clause a year ago and that would be fine. But if the exact same employee were to going a write a blog post today, and the company tried enforcing the invalid NDA again then they’d be breaking labor laws. Also remember if you’re ever bringing up labor issues, do it in writing and keep records. It doesn’t matter if your boss is awful, HR is on the company’s side not yours and your best defense against illegal dismissal is records. Also “at will” employment means that they don’t need an explicit reason to fire you, but that is not the same as “they can fire you for an illegal reason”.