In the Boeing Company case (365 NLRB No. 154 (2017)), the National Labor Relations Board established a new system for interpreting Employer policies and whether or not they would have a negative impact on an Employer's ability to exercise their Section 7 rights under the National Labor Relations Act. Specifically in the Boeing Company case, the NLRB determined that the Employer's "no camera rule" was lawful because the Employer (Boeing) articulated sufficient justifications, including specific security protocols necessary to perform classified work for the United States Government that excepted the "no camera rule" of the Employer from the potential violation of Employee Section 7 rights. Unfortunately, many Employers have interpreted this NLRB ruling to be a "blanket coverage" protecting an Employer's policies vis-a-vis Section 7 rights. Unfortunately, that is not true.