You Have The Right to Organize
IT IS UNLAWFUL FOR AN EMPLOYER TO INTERFERE WITH, RESTRAIN, OR COERCE EMPLOYEES SEEKING TO ORGANIZE A UNION. (SECTION 7 OF THE NLRA)
What the employer cannot do:
- They cannot tell employees that management will fire or punish employees if they engage in union activity.
- They cannot lay-off or discharge any employee for union activity.
- They cannot bar employees from signing union petitions during non-working hours.
- They cannot bar employees from discussing the union during working hours (in non-patient areas) provided it does not interfere with patient care.
- They cannot ask employees about confidential union matters, meetings, etc.
- They cannot ask employees about the union representatives.
- They cannot ask employees how they intend to vote.
- They cannot ask employees whether or not they belong to a union or have signed a petition for a union.
- They cannot, by the nature of the work assignment, create conditions intended to get rid of an employee because of his/her union activity.
- They cannot threaten employees or coerce them in any way in an attempt to influence their vote.
- They cannot tell employees that existing benefits will be discontinued if the facility is unionized.
- They cannot say unionization will force management to lay-off staff.
- They cannot say unionization will take away benefits and privileges presently in effect.
- They cannot promise employees promotions, raises or other benefits if they get out of the union or refrain from joining it.