|1. 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.
|2. Tell employees that the company
will fire or punish them if they engage in union
|3. Lay off,
discharge, discipline any employee for union
|4. Grant employees wage increases,
special concessions or benefits in order to keep the
employee-union representatives from soliciting
employees’ memberships on or off the company
property during non-waking hours.
|6. Ask employees about union matters,
meetings, etc. (Some employees may, of their own
accord, walk up and tell of such matters. It is not
an unfair labor practice to listen, but to ask
questions to obtain additional information is
|7. Ask employees
what they think about the union or a union
representative once the employee refuses to discuss
|8. Ask employees how they intend to
employees with reprisal for participating in union
activities. For example, threaten to move the plant
or close the business, curtail operations or reduce
|10. Promise benefits to employees if
they reject the union.
|11. Give financial
support or other assistance to a union.
|12. Announce that the company will
not deal with the union.
|13. Threaten to
close, in fact close, or move plant in order to
avoid dealing with a union.
|14. Ask employees whether or not they
belong to a union, or have signed up for union
|15. Ask an
employee, during the hiring interview, about his
affiliation with a labor organization or how he
feels about unions.
|16. Make anti-union statements or act
in a way that might show preference for a non-union
distinctions between union and non-union employees
when signing overtime work or desirable work.
|18. Purposely team up non-union men
and keep them apart from those supporting the union.
workers on the basis of union affiliations or
|20. Choose employees to be laid off
in order to weaken the union’s strength or
discourage membership in the union.
against union people when disciplining employees.
|22. By nature of work assignments,
create conditions intended to get rid of an employee
because of his union activity.
|23. Fail to grant a
scheduled benefit or wage increase because of union
|24. Deviate from company policy for
the purpose of getting rid of a union supporter.
|25. Take action
that adversely affects an employee’s job or pay rate
because of union activity.
|26. Threaten workers or coerce them
in an attempt to influence their vote.
|27. Threaten a
union member through a third party.
|28. Promise employees a reward or
future benefit if they decide “no union”.
|29. Tell employees
overtime work (and premium pay) will be discontinued
if the plant is unionized.
|30. Say unionization will force the
company to lay off employees.
unionization will do away with vacations or other
benefits and privileges presently in effect.
|32. Promise employees promotions,
raises or other benefits if they get out of the
union or refrain from joining the union.
|33. Start a
petition or circular against the union or encourage
or take part in its circulation if started by
|34. Urge employees to
try to induce others to oppose the union or keep out
|35. Visit the homes
of employees to urge them to reject the union.