There's a long case history in front on the NRLB about whether or not employees can use employer's resource (ie notice boards, email system, slack) for organizing. In general the rule has been that if employees can use something for general non-work purposes (e.g. setting up a baseball game on the weekend) then the company can't stop them from using it for organizing.
However the specifics (e.g. what if there is a policy about what topics are OK, but some OK topics are non-work, or what if there is a general work-only policy that is selectively enforced against organizing) have gone back and forth depending on the administration.
Apple's behaviour is probably a result of a 2019 ruling [1] which opend the door to this kind of thing. Given that the administration has swung back to being fairly labor friendly, it'll be interesting if this gets to the NRLB to see if they find a way to make this illegal.
However the specifics (e.g. what if there is a policy about what topics are OK, but some OK topics are non-work, or what if there is a general work-only policy that is selectively enforced against organizing) have gone back and forth depending on the administration.
Apple's behaviour is probably a result of a 2019 ruling [1] which opend the door to this kind of thing. Given that the administration has swung back to being fairly labor friendly, it'll be interesting if this gets to the NRLB to see if they find a way to make this illegal.
[1] https://news.bloomberglaw.com/daily-labor-report/labor-board...