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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.
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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.
-
Ask employees about Union matters, meetings, etc.
-
Ask employees what they think about the Union or a
Union representative.
-
Ask employees how they intend to vote or if they are
going 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.
-
Give financial support or other assistance to a Union.
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Announce that the company will not deal with the Union.
-
Threaten to close, in fact close, or move the business
in order to avoid dealing with the Union.
-
Ask employees whether or not they belong to a union, or
have signed up for Union representation.
-
Ask the employee, during the hiring interview, about
their affiliation with a labor organization or how they feel about Unions.
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Make anti-union statements or act in a way that might
show preference for a non-union person.
-
Make distinctions between union and non-union employees
when assigning overtime work or desirable jobs.
-
Purposely team up non-union employees and keep them
apart from those supporting the Union.
-
Transfer workers on the basis of Union affiliations 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.
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By nature of work assignments, create conditions
intended to get rid of employees because of their 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 future benefits if they
decide "no union".
-
Tell employees overtime work (and premium pay) will be
discontinued if the business is unionized.
-
Sat unionization will force the company to lay off
workers.
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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.
-
Bar employee-union representatives from soliciting
employees' memberships on or off the company property during non-working
hours (including breaks).
