You have the legal right to do the following under Section 7 of the National Labor Relations Act:
One way of proving that a union has majority support is through a secret-ballot “representation election” conducted by the National Labor Relations Board.
You have a legal right to participate in that election without interferences from your employer.
After the union’s election victory is officially certified by the National Labor Relations Board, your employer is legally required to negotiate in “good faith” with the union on a written contract covering wages, hours, and other working conditions.
Under Section 8 of the National Labor Relations Act, your employer cannot legally punish or discriminate against any worker because of union activity.
For example, your employer cannot legally do the following:
Some employers try to prevent the workers from joining a union. The best way to encourage your employer to recognize your union and negotiate a fair contract is to build a strong organization where you work. CWA’s staff will help you do that. In addition, CWA’s organizers, staff representatives, and attorneys will help you enforce your legal rights at every step of the way. If necessary, CWA will file “unfair labor practice” charges with the National Labor Relations Board.
The Labor Board has the power – backed up by the federal courts – to order an employer to stop interfering with employee rights and to reverse any action taken against workers for union activity.
You can help protect your legal rights by:
Your notes don’t have to be worded a certain way, but you should include what was said or done, who was involved, where and when it happened, and the names of any witnesses.
The National Labor Relations Act Says:
Section 7: “Employees shall have the right to self-organization, to form, join, or assist labor organizations, to bargain collectively through representation of their own choosing, and to engage in other concerted activities for the purpose of collective bargaining…”
Section 8(a): “It shall be an unfair labor practice for an employer… to interfere with, restrain, or coerce employees in the exercise of the rights guaranteed in section 7…”