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What Employers and Supervisors Can NOT Legally Do
Management can not attend any union meetings, park across the street from a meeting place, or engage in any undercover activity, which would indicate that the employees are being kept under surveillance to determine who is and is not participating in the union program.
Management can not tell employees that the company will fire or punish them if they engage in union activity.
Management can not lay off, discharge, or discipline any employee for union activity.
Management can not grant employees wage increases, special concessions, or benefits in order to keep the union out.
Management can not bar employees in support of the union from soliciting employees' memberships on or off the company property during non-working time.
Management can not ask employees about union matters, meetings, etc. (Some employees may, of their own accord, walk up and tell of such matters, but to ask questions to obtain additional information is illegal.)
Management can not ask employees what they think about the union or a union representative.
Management can not ask employees how they intend to vote.
Management can not threaten employees with reprisal for participating in union activities.
Management can not promise to increase benefits to employees if they reject the union.
Management can not give financial support or other assistance to employees or groups of employees who favor or oppose the union.
Management can not announce that the company will not deal with the union.
Management can not threaten to close, in fact close, or move a plant in order to avoid dealing with a union.
Management can not ask employees whether or not they belong to a union, or have signed up for union representation.
Management can not ask an employee, during the hiring interview, about their affiliation with a labor organization or how they feel about unions.
Management can not act in a way that might show preference for a non-union employee.
Management can not make distinctions between union and no-union employees when assigning overtime work or desirable work.
Management can not purposely team up non-union employees and keep them apart from those supporting the union;
Management can not transfer workers on the basis of union affiliation or activities.
Management can not choose employees to be laid off in order to weaken the union's strength or discourage membership in the union.
Management can not discriminate against union people when disciplining employees.
Management can not by nature of work assignments, create conditions intended to get rid of an employee because of his union activity.
Management can not fail to grant a scheduled benefit or wage increase because of union activity.
Management can not deviate from company policy for the purpose of getting rid of a union supporter.
Management can not take action that adversely affects an employee's job or pay rate because of union activity.
Management can not threaten workers or coerce them in an attempt to influence their vote.
Management can not threaten a union member through a third party.
Management can not promise employees a reward or a future benefit if they decide "no union".
Management can not tell employees overtime work (and premium pay) will be discontinued if the plant is unionized.
Management can not say unionization will force the company to lay off employees.
Management can not say unionization will do away with vacations or other benefits and privileges presently in effect.
Management can not promise employees promotions, raises or other benefits if they get out of the union or refrain from joining the union.
Management can not start a petition or circular against the union or encourage or take part in its circulation if started by employees.
Management can not urge employees to try to induce others to oppose the union or keep out of it.
Management can not visit the homes of employees to urge them to reject the union.
Any of the above acts constitutes a violation of the National Labor Relations Act. Therefore, YOU as a worker and a supporter of a free trade union movement should report these acts to your union representative immediately
Knowledge is Not Power ....Using the Knowledge is The POWER!
