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Supervisors or Management Officials CANNOT LEGALLY:

1. Attend any union meeting, park across the street from the meeting place to see which employees attend the meeting, or engage in any undercover activity which would make employees feel they are being spied upon to determine who is participating in the union campaign.

2. Tell employees the company will fire or punish them if they engage in union activity.

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

4. Grant employees wage increases, promotions, or benefits in order to keep a union out.

5. Ask employees about their own union membership or activities or those of fellow employees, including meeting attendance, card soliciting or signing and other forms of union participation.

6. Assign work to create conditions intended to get rid of an employee because of union activity.

7. Ask employees how they intend to vote.

8. Threaten employees with economic reprisals for participating in union activities. For example, threaten to close or sell the facility, lay off workers, or reduce employee benefits.

9. Promise benefits to employees if they vote against forming a union.

10. Announce that the company will not bargain with a union.

11. Discriminate against union supporters when assigning overtime or desirable work.

12. Purposely team up anti-union employees and keep them apart from union supporters.

13. Transfer staff on the basis of union activity.

14. Choose employees to be laid off on the basis of weakening a union’s strength.

15. Discipline union supporters for a particular action, and allow anti-union employees to go unpunished for the same action.

16. Go against company policy for the purpose of getting rid of a union supporter.

17. Take actions that adversely affect an employee’s job or pay rate because of union activity.

18. Threaten a union supporter through a third party.

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

20. Tell employees overtime work, premium pay, or other favorable working conditions will be discontinued if the facility is organized.

21. Start a petition against the union or take part in its circulation if started by employees.

22. Urge employees to try to influence others to oppose a union.

Any of the above acts may constitute a violation of the National Labor Relations Act, which is the law that protects your right to organize a Union! Please report these acts, if committed, to your Organizing Committee, or a Union Organizer immediately! You have a federally protected right to engage in organizing activities.