Cite as: 516 U. S. 85 (1995)
Opinion of the Court
organizers from all protection under the Act. For example, a company disturbed by legal but undesirable activity, such as quitting without notice, can offer its employees fixed-term contracts, rather than hiring them "at will" as in the case before us; or it can negotiate with its workers for a notice period. A company faced with unlawful (or possibly unlawful) activity can discipline or dismiss the worker, file a complaint with the Board, or notify law enforcement authorities. See, e. g., NLRB v. Electrical Workers, 346 U. S. 464, 472-478 (1953); Willmar Elec. Service v. NLRB, 968 F. 2d, at 1330 (arsonist who is also union member is still an "employee," but may be discharged). See also Budd Mfg. Co. v. NLRB, 138 F. 2d 86, 89-90 (CA3 1943) (worker who was intoxicated while on duty, "came to work when he chose and . . . left the plant and his shift as he pleased," and utterly failed to perform his assigned duties is still an "employee" protected under the Act), cert. denied, 321 U. S. 778 (1944). And, of course, an employer may as a rule limit the access of nonemployee union organizers to company property. Lechmere, Inc. v. NLRB, 502 U. S. 527, 538 (1992); NLRB v. Babcock & Wilcox Co., 351 U. S. 105, 112 (1956).
This is not to say that the law treats paid union organizers like other company employees in every labor law context. For instance, the Board states that, at least sometimes, a paid organizer may not share a sufficient "community of interest" with other employees (as to wages, hours, and working conditions) to warrant inclusion in the same bargaining unit. Brief for National Labor Relations Board 33, n. 14. See, e. g., NLRB v. Hendricks County Rural Elec. Membership Corp., 454 U. S., at 190 (some confidential workers, although "employees," may be excluded from bargaining unit). We need not decide this matter. Nor do we express any view about any of the other matters Town & Country raised before the Court of Appeals, such as whether or not Town & Country's conduct (in refusing to interview, or to retain, "employees" who were on the union's payroll) amounted to an
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