EMPLOYEE RIGHTS UNDER THE NATIONAL LABOR RELATIONS ACT
The National Labor Relations Board Required Federal Posters / Publications
The National Labor Relations Act (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. if you have any questions about specific rights that may apply in your particular workplace, contact the National Labor Relations Board (NLRB), the Federal agency that investigates and resolves complaints under the NLRA, using the contact information supplied below.
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
- Discuss your terms 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.
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
- 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.
UNDER THE NLRA, IT IS ILLEGAL FOR A UNION OR FOR A UNION
THAT REPRESENTS YOU IN BARGAINING WITH YOUR EMPLOYER
- Threaten you that you will lose your job unless you support
- Refuse to process a grievance because you have criticized
union officials or because you are not a member of the
- 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 supported the union.
If you and your co-workers 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.
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, generally within six months of the unlawful activity. You may inquire about possible violations 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 violation 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 internet web site at: http://www.nlrb.gov.
This is an official Government Notice and must not be defaced by anyone.
You can also contact the NLRB by calling toll free: 1-866-667-6573 or for hearing
impaired; (TTY) 1-866-315-6572
If you do not speak or understand English well, you may obtain a translation of this notice
from the NLRB’s Web site or by calling the toll free numbers listed above.
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 mail 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).
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