Organizing Rights
October 30, 2022 2024-06-14 16:23Organizing Rights
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IT IS UNLAWFUL FOR AN EMPLOYER TO INTERFERE WITH, RESTRAIN, OR COERCE EMPLOYEES SEEKING TO ORGANIZE A UNION. (SECTION 7 OF THE NLRA)
WHAT THE EMPLOYER CANNOT DO:
They cannot tell employees that management will fire or punish employees if they engage in union activity.
They cannot lay-off or discharge any employee for union activity.
They cannot bar employees from signing union petitions during non-working hours.
They cannot bar employees from discussing the union during working hours (in non-patient areas) provided it does not interfere with patient care.
They cannot ask employees about confidential union matters, meetings, etc.
They cannot ask employees about the union representatives.
They cannot ask employees how they intend to vote.
They cannot ask employees whether or not they belong to a union or have signed a petition for a union.
They cannot, by the nature of the work assignment, create conditions intended to get rid of an employee because of his/her union activity.
They cannot threaten employees or coerce them in any way in an attempt to influence their vote.
They cannot tell employees that existing benefits will be discontinued if the facility is unionized.
They cannot say unionization will force management to lay-off staff.
They cannot say unionization will take away benefits and privileges presently in effect.
They cannot promise employees promotions, raises or other benefits if they get out of the union or refrain from joining it.
