NLRB outlines worker rights and filing options relevant to Nintendo staff

The National Labor Relations Board's "Your Rights" guidance lays out in clear terms what employees can and cannot do under the National Labor Relations Act, and how to use NLRB tools if they believe their rights have been violated. For Nintendo employees and contractors, the guidance explains protections around discussing unionization, complaining collectively about pay or safety, and the steps for filing unfair labor practice charges.

The guidance emphasizes core rights: employees may form, join, or assist labor organizations and bargain collectively through representatives of their choice. Discussing wages, hours, benefits, and working conditions is protected, and employers are prohibited from interfering with, restraining, or coercing those activities. The NLRB also explains protected concerted activity: complaints made collectively — or complaints by individuals that seek group action or address group concerns — typically receive protection under the NLRA.

The page covers the right to strike and the limits on employer responses, and it reiterates Weingarten principles: employees covered by a union contract have the right to request union representation, or a coworker as a witness, during investigatory interviews that could lead to discipline. The agency also stresses that retaliation for exercising NLRA-protected rights is unlawful, and it outlines remedies available when violations are proved, including reinstatement, back pay, cease-and-desist orders, and posting notices to employees.

For workers who believe an employer has engaged in unfair practices, the guidance provides practical next steps. The NLRB investigates charges, facilitates settlements, and conducts representation elections when warranted. Workers can file a charge electronically through the MyNLRB / E-File system or contact the appropriate regional office using directories on the NLRB site. The agency maintains fact sheets, guidance documents, translated materials for non-English speakers, and a searchable case database and regional listings that help track outcomes and precedent.

The guidance also draws a line between lawful employer policies and coercive rules that chill protected activity. Human resources teams at companies such as Nintendo may need to review workplace policies on confidentiality, social media, and meeting conduct to ensure they do not unlawfully restrict employee speech or organizing. Contractors and workers at joint employers should note the NLRB’s approach to joint-employer questions and potential coverage.

For employees, the practical implications are straightforward: document conversations and incidents as a "save point," preserve evidence, and use the NLRB's e-filing or regional contacts if you believe your rights were violated. For employers, the guidance is a reminder to review policies and training to avoid actions that could trigger charges. As workplace organizing continues to be a live issue in tech and entertainment, the NLRB guidance serves as a roadmap for next steps and expected remedies for workers and employers alike.