The NLRA states that employees have the right to self-organization; to form, join, or assist labor organizations, to bargain collectively through representatives of their own choosing; and to engage in other concerted activities for the purpose of collective bargaining or other mutual aid or protection; and shall also have the right to refrain from any or all of such activities except to the extent that such right may be affected by an agreement requiring membership in a labor organization as a condition of employment as authorized [elsewhere in the law]. Specific examples of the types of rights protected by the NLRA are: Forming or attempting to form a union among the employees of a company. Joining a union whether the union is recognized by the employer or not. Assisting a union to organize the employees of an employer. Going out on strike to secure better working conditions. Refraining from activity on behalf of a union. Attending meetings to discuss joining a union. Reading, distributing and discussing union literature (as long as you do this in nonwork areas during nonwork times, such as breaks or lunch hours). Wearing union buttons, T-shirts, stickers, hats or other items on the job at most worksites. Signing a card asking your employer to recognize and bargain with the union. Signing petitions or file grievances related to wages, hours, working conditions and other job issues. Asking other employees to support the union, to sign union cards or petitions or to file grievances. Signing a petition for improved wages, hours, or conditions. Talking with coworkers about wages or working conditions. The NLRA created the National Labor Relations Board (NLRB) to protect workers who organize unions, or engage in other protected concerted activity to improve working conditions. However, appointments to the NLRB are made by the president, so political differences in a given administration have meant that workers' interests have not always been foremost in the board's rulings.