-
Engage in open or
undercover surveillance of employee’s union organizing activities, or give
the impression that the employees are under surveillance (such as sending
supervisors to spy on union meetings, watching the union hall, or
encouraging other employees to engage in surveillance);
-
Tell employees that the
company will fire or punish them if they engage in union activity;
-
Lay off discharge, or
discipline any employee for union activity;
-
Grant employees wage
increases, special concessions, or benefits in order to keep the union out;
-
Bar employee-union
representatives from soliciting employees’ membership on or off the company
property during non-working hours;
-
Ask employees about
union matters, meetings, etc. (some employees may, of their own accord, walk
up and tell of such matters. It is not an unfair labor practice to listen,
but to ask questions to obtain additional information is illegal.);
-
Ask employees what they
think about the union or a union representative;
-
Ask employees how they
intend 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;
-
Form a “company union”,
or dominate or give financial support or assistance to a union;
-
Announce
that the company will not deal with the union;
-
Threaten to close, in
fact close, or move a facility 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 an employee, during
the hiring interview, about his or her affiliation with a labor organization
or how he or she feels about unions;
-
Make anti-union
statements or act in a way that might show preference for a non-union
worker;
-
Make distinctions
between union and non-union employees when assigning overtime work or
desirable work;
-
Purposely team up
non-union workers or keep them apart from those supporting the union;
-
Transfer workers on the
basis of union affiliation 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 an employee because of
his or 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 a future benefit if they decide “no union”;
-
Tell employees overtime
work (and premium pay) will be discontinued if the plant is unionized;
-
Say
unionization will force the company to lay off employees;
-
Say
unionization will do away with vacations 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.
