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Several years ago, the NLRB ruled in a case involving the Flamingo Hilton Hotel in Laughlin, Nevada that such rules are unlawful to the degree they could be read to prohibit union propaganda that is "merely false." Nevertheless, many employers continued to maintain such rules on the ground that when an employee tells lies about guests, the hotel or other employees, it interferes with the employer's ability to maintain a harassment free environment and its legitimate business interests to promote harmonious guest relations. Rules barring hanging around premises after work san antonio hotels. Unions are also challenging work rules barring employees from premises during their time off or imposing time limitations on the amount of time that off-duty employees can remain before and after shifts. Unions claim such rules are overly broad insofar as they bar off-duty employees from soliciting other off-duty employees even in non-guest areas of the hotel san antonio hotels. In the past, the NLRB has sided with unions on this issue. Rules prohibiting employees from divulging hotel private or confidential information to other employees or individuals are currently being attacked on the ground that the rule "could be" read to prohibit discussion of wages and working conditions among employees or with a union san antonio hotels. Because it is impermissible to ban employees from discussing salaries, bonuses, wages and working conditions with other employees, such rules could theoretically include a ban on these subjects and would, therefore, be unlawful. .