EMPLOYEE RIGHTS

UNDER THE NATIONAL LABOR RELATIONS ACT

The NLRA guarantees the right of employees to organize and bargain collectively
with their employers, and to engage in other protected concerted activity.
Employees covered by the NLRA* are protected from certain types of employer and
union misconduct. This Notice gives you general information about your rights, and
about the obligations of employers and unions under the NLRA. Contact the National
Labor Relations Board, the Federal agency that investigates and resolves complaints
under the NLRA, using the contact information supplied below, if you have any
questions about specific rights that may apply in your particular workplace.

Under the NLRA, you have
the right to:

¢ Organize a union to
negotiate with your employer
concerning your wages,
hours, and other terms and
conditions of employment.

Form, join or assist a union.
Bargain collectively through
representatives of employees’
own choosing for a contract
with your employer setting
your wages, benefits, hours,
and other working conditions.

Discuss your terms and
conditions of employment
or union organizing with your
co-workers or a union.

Take action with one or more
co-workers to improve your
working conditions by, among
other means, raising work-
related complaints directly
with your employer or with

a government agency, and
seeking help from a union.

Strike and picket, depending
on the purpose or means of
the strike or the picketing.

Choose not to do any of
these activities, including
joining or remaining a
member of a union.

Illegal conduct will not be permitted. If you
believe your rights or the rights of others
have been violated, you should contact the
NLRB promptly to protect your rights, gen-
erally within six months of the unlawful
activity. You may inquire about possible vi-
olations without your employer or anyone
else being informed of the inquiry. Charges
may be filed by any person and need not

be filed by the employee directly affected
by the violation. The NLRB may order an
employer to rehire a worker fired in viola-
tion of the law and to pay lost wages and
benefits, and may order an employer or
union to cease violating the law. Employees
should seek assistance from the nearest
regional NLRB office, which can be found
on the Agency’s website: www.nlrb.gov.

Under the NLRA, it is
illegal for a union or for the
union that represents you
in bargaining with your
employer to:

¢ Threaten you that you will
lose your job unless you
support the union.

Refuse to process a
grievance because you have
criticized union officials

or because you are not a
member of the union.

Use or maintain
discriminatory standards or
procedures in making job
referrals from a hiring hall.

Cause or attempt to cause
an employer to discriminate
against you because of your
union-related activity.

Take other adverse action
against you based on whether
you have joined or support
the union.

If you and your coworkers select a union

to act as your collective bargaining
representative, your employer and the union
are required to bargain in good faith in a
genuine effort to reach a written, binding
agreement setting your terms and conditions
of employment. The union is required to
fairly represent you in bargaining and
enforcing the agreement.

You can also contact the NLRB by calling
toll-free: 1-844-762-NLRB (6572).
Language assistance is available. Hearing
impaired callers who wish to speak to an
NLRB representative should send an email
to relay.service@nlrb.gov. An NLRB rep-
resentative will email the requestor with
instructions on how to schedule a relay
service call.

SCAN TO LEARN MORE

This is an official Government Notice and must not be defaced by anyone.

Under the NLRA, it is illegal
for your employer to:

¢ Prohibit you from soliciting
for a union during non-work
time, such as before or after
work or during break times;
or from distributing union
literature during non-work
time, in non-work areas,
such as parking lots or break
rooms.

Question you about your
union support or activities in
a manner that discourages
you from engaging in that
activity.

Fire, demote, or transfer
you, or reduce your hours

or change your shift, or
otherwise take adverse action
against you, or threaten to
take any of these actions,
because you join or support

a union, or because you
engage in concerted activity
for mutual aid and protection,
or because you choose not to
engage in any such activity.
Threaten to close your
workplace if workers choose
a union to represent them.

Promise or grant
promotions, pay raises, or
other benefits to discourage
or encourage union support.

Prohibit you from wearing
union hats, buttons, t-shirts,
and pins in the workplace
except under special
circumstances.

¢ Spy on or videotape
peaceful union activities and
gatherings or pretend to do so.

*The National Labor Relations Act covers

most private-sector employers. Excluded from
coverage under the NLRA are public-sector
employees, agricultural and domestic workers,
independent contractors, workers employed by

a parent or spouse, employees of air and rail
carriers covered by the Railway Labor Act, and
supervisors (although supervisors that have been
discriminated against for refusing to violate the
NLRA may be covered).

Technical Revision Date: 05/02/22