1.
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. |
| 2. Tell employees
that the company will
fire or punish them if
they engage in union
activity. |
| 3.
Lay off, discharge,
discipline any employee
for union activity. |
|
4. Grant employees wage
increases, special
concessions or benefits
in order to keep the
union out. |
5.
Bar employee-union
representatives from
soliciting employees’
memberships on or off
the company property
during non-waking hours. |
|
6. 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). |
| 7.
Ask employees what they
think about the union or
a union representative
once the employee
refuses to discuss it. |
|
8. Ask employees how
they intend to vote.
|
| 9.
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. |
|
10. Promise benefits to
employees if they reject
the union. |
|
11. Give financial
support or other
assistance to a union. |
|
12. Announce that the
company will not deal
with the union. |
13. Threaten to close,
in fact close, or move
plant in order to avoid
dealing with a union. |
|
14. Ask employees
whether or not they
belong to a union, or
have signed up for union
representation. |
|
15. Ask an employee,
during the hiring
interview, about his
affiliation with a labor
organization or how he
feels about unions. |
|
16. Make anti-union
statements or act in a
way that might show
preference for a
non-union man. |
|
17. Make distinctions
between union and
non-union employees when
assigning overtime work
or desirable work. |
|
18. Purposely team up
non-union men and keep
them apart from those
supporting the union. |
|
19. Transfer workers on
the basis of union
affiliations or
activities. |
|
20. Choose employees to
be laid off in order to
weaken the union’s
strength or discourage
membership in the union. |
|
21. Discriminate against
union people when
disciplining employees. |
|
22. By nature of work
assignments, create
conditions intended to
get rid of an employee
because of his union
activity. |
|
23. Fail to grant a
scheduled benefit or
wage increase because of
union activity. |
|
24. Deviate from company
policy for the purpose
of getting rid of a
union supporter. |
|
25. Take action that
adversely affects an
employee’s job or pay
rate because of union
activity. |
|
26. Threaten workers or
coerce them in an
attempt to influence
their vote. |
|
27. Threaten a union
member through a third
party. |
|
28. Promise employees a
reward or future benefit
if they decide “no
union”. |
|
29. Tell employees
overtime work (and
premium pay) will be
discontinued if the
plant is unionized. |
|
30. Say unionization
will force the company
to lay off employees. |
|
31. Say unionization
will do away with
vacations or other
benefits and privileges
presently in effect. |
|
32. Promise employees
promotions, raises or
other benefits if they
get out of the union or
refrain from joining the
union. |
|
33. Start a petition or
circular against the
union or encourage or
take part in its
circulation if started
by employees. |
|
34. Urge employees to
try to induce others to
oppose the union or keep
out of it. |
|
35. Visit the homes of
employees to urge them
to reject the union. |