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29 Things You Should Know About Your Rights

Any of the acts listed below constitute a violation of the National Labor Relations Act. If your employer commits any of these acts, make a note of it (time, place, names, etc.) and report it to your union.

YOUR EMPLOYER CAN NOT:

Attend any union meeting, park across the street from the hall or engage in any undercover activity which would indicate that the employees are being kept under surveillance to determine who is and who is not participating in union activity.

Tell the employees that they will fire or punish them for engaging in union activity.

Lay off, discharge or discipline any employee for union activity.

Grant employees any special concessions or benefits to keep the union out.

Ask employees about union matters, meetings, etc.

Ask employees what they think about the union or union representative.

Ask employees how they intend to vote.

Promise benefits to employees if they reject the union.

Announce that the company will not deal with the union.

Threaten to close, close or move a plant to avoid dealing with the union.

Ask employees if they belong to a union or if they have signed up for union representation.

Ask employees, during an interview, about the union or how they feel about unions.

Make anti-union statements or act in a way that shows preference for a non-union employee.

Purposely team up non-union employees and keep them separate from pro-union employees.

Transfer workers on the basis of union affiliation or activity.

Layoff employees to weaken the union’s strength and discourage others from union membership.

Discriminate against union employees when disciplining employees.

Fail to grant a scheduled benefit or wage increase because of union activity.

Deviate from company policy for the purpose of getting rid of the union.

Take action that adversely affects an employee’s job or pay rate because of union activity.

Threaten workers or coerce them in an attempt to influence their vote.

Promise an employee a reward if they decide “no union.”

Threaten to cut overtime if plant goes union.

Say unionization will force the company to layoff employees.

Say unionization will do away with any benefit currently in effect.

Promise employees any benefit if they refrain from joining the union.

Start a petition against the union or encourage employees to take part in the circulation.

Urge employees to induce others to oppose the union.

Visit the homes of employees to urge them to reject the union.

YOUR RIGHTS UNDER THE LAW: “SECTION 7. EMPLOYEES SHALL HAVE THE RIGHT TO SELF-ORGANIZE, TO FORM, JOIN, OR ASSIST LABOR ORGANIZATIONS, TO BARGAIN COLLECTIVELY THROUGH REPRESENTATIVES OF THEIR OWN CHOOSING, AND TO ENGAGE IN OTHER CONCERTED ACTIVITIES FOR THE PURPOSE OF COLLECTIVE BARGAINING OR OTHER MUTUAL AID OR PROTECTION…”

YOUR PROTECTION UNDER THE LAW: “SECTION 8. (A) IT SHALL BE AN UNFAIR LABOR PRACTICE FOR AN EMPLOYER – (1) TO INTERFERE WITH, RESTRAIN OR COERCE EMPLOYEES IN THE EXERCISE OF THE RIGHTS GUARANTEED IN SECTION 7. (2) BY DISCRIMINATION IN REGARD TO HIRE OR TENURE OF EMPLOYMENT TO ENCOURAGE OR DISCOURAGE MEMBERSHIP IN ANY LABOR ORGANIZATION…”





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