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Know What Your
Employer Cannot
Do!
The Employer
Cannot...
-
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 the union
program.
-
Tell
employees
that the
company will
fire or
punish them
if they
engage in
union
activity.
-
Lay off,
discharge,
or
discipline
any
employees
for union
activity.
-
Grant
employees
wage
increases,
special
concessions
or benefits
in order to
keep the
union out.
-
Ask
employees
about union
matters,
meetings,
etc.
-
Ask
employees
what they
think about
the union or
a union
representative.
-
Ask
employees
how they
intend to
vote or if
they are
going to
vote.
-
Threaten
employees
with
reprisal for
participating
in union
activities.
For example,
threaten to
move the
plant or
close the
business,
curtail
operations
or reduce
employees'
benefits.
-
Promise
benefits to
employees if
they reject
the union.
-
Give
financial
support or
other
assistance
to a union.
-
Announce
that the
company will
not deal
with the
union.
-
Threaten to
close, in
fact close,
or move the
business in
order to
avoid
dealing with
a union.
-
Ask
employees
whether or
not they
belong to a
union, or
have signed
up for union
representation.
-
Ask the
employee,
during the
hiring
interview,
about his
affiliation
with a labor
organization
or how he
feels about
unions.
-
Make
anti-union
statements
or act in a
way that
might show
preference
for a
non-union
person.
-
Make
distinctions
between
union and
non-union
employees
when
assigning
overtime
work or
desirable
jobs.
-
Purposely
team up
non-union
employees
and keep
them apart
from those
supporting
the union.
-
Transfer
workers on
the basis of
union
affiliations
or
activities.
-
Choose
employees to
be laid off
in order to
weaken the
union's
strength or
discourage
membership
in the
union.
-
Discriminate
against
union people
when
disciplining
employees.
-
By nature of
work
assignments,
create
conditions
intended to
get rid of
employees
because of
his/her
union
activity.
-
Fail to
grant a
scheduled
benefit or
wage
increase
because of
union
activity.
-
Deviate from
company
policy for
the purpose
of getting
rid of a
union
supporter.
-
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.
-
Threaten a
union member
through a
third party.
-
Promise
employees a
reward or
future
benefits if
they decide
no union.
-
Tell
employees
overtime
work (and
premium pay)
will be
discontinued
if the
business is
unionized.
-
Say
unionization
will force
the company
to lay off
employees.
-
Say
unionization
will do away
with
vacations,
flight
privileges,
or other
benefits and
privileges
presently in
effect.
-
Promise
employees
promotions,
raises or
other
benefits if
they get out
of the union
or refrain
from joining
the union.
-
Start a
petition or
circular
against the
union or
encourage or
take part in
its
circulation
if started
by
employees.
-
Urge
employees to
try to
induce
others to
oppose the
union or
keep out of
it.
-
Visit the
homes of
employees to
urge them to
reject the
union.
-
Bar employee
union
representatives
from
soliciting
employees'
memberships
on or off
the company
property
during
non-working
hours.
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