- Attend any Union meeting, park across the street from a Union meeting 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.
- Tell employees that the company will fire or punish employees 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.
- Bar employee – Union representatives from soliciting employees’ memberships on or off company property during non-working hours.
- Ask employees what they think about the Union or a Union Representative.
- Ask employees how they intend to vote in a Union election.
- Ask employees about Union matters, meetings, etc.
- Threaten employees with reprisal for participating in Union activities. For example, threaten to shut down a facility, or close the business, curtail operations or reduce employee’s benefits.
- Promise benefits to employees if they reject the Union.
- Give financial support or other assistance to a Union.
- Announce that the company will not deal with the Union
- Threaten to close or actually close, or move a business in order to avoid dealing with a Union.
- Ask an employee during the hiring interview about his or her affiliation with a labor organization or how that individual feels about Unions.
- Ask employees whether or not they belong to a union, or have signed a union card for union representation.
- Make anti-union statements or act in a way that might show preference for an anti-union employee.
- Make distinctions between pro-union and anti-union employees when assigning work assignments or overtime.
- Purposely separate pro-union employees and keep them apart from anti-union employees.
- Transfer workers on the basis of union affiliations or activities.
- Fail to grant a scheduled benefit or wage increase because of union activity.
- Deviate or change company policy for the purpose of getting rid of a union supporter.
- Take action that adversely affects an employee’s job or rate of pay.
- Threaten workers or coerce them in an attempt to influence their vote in a union election.
- Threaten a union member through a third party.
- Promise employees a reward or bonus if they “vote no”.
- Say unionization will force the company to lay off employees.
- Say that unionization will do away with vacations or other benefits and privileges in effect.
- Start a petition against the union or encourage its circulation.
- Urge employees to induce others to oppose the union.
