Your Rights

IBEW L.U. 257 Jefferson City, Missouri

It is unlawful for your employer, supervisor or foreman to interfere with, restrain or coerce employees to organize or join a union. Any of the acts listed below constitutes a violation of the National Labor Relations Act.

YOUR EMPLOYER CANNOT

Attend any union meeting, park across the street from or engage in any undercover activity, which would indicate that the employees are being kept under surveillance to determine who is and is not participating in the union organizing campaign.

	Tell employees that the company will fire or punish them 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 the company property during non-working hours.

Ask employees about union matters, meetings, etc.

Ask employees what they think about the union or a union representative once the employee refuses to discuss it.

Ask employees how they intend to vote.

	Threaten employees with reprisal for participating in union activities, for example, threaten to move the shop 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, in fact close, or move the shop in order to avoid dealing with the union.
	Ask employees whether or not they belong to a union, or have signed up for union representation.
	Ask an employee, during the hiring interviews, about his/her affiliation with a labor organization or how he/she feels about unions.
	Make anti-union statements or act in a way that might show preference for someone not supporting the union.
	Take action that adversely affects an employee’s job or pay rate because of union activity.
	Threaten workers or coerce them in an attempt to influence their vote.
	Threaten a union supporter through a third party.
	Promise employees a reward or future benefit if they decide “no union”
	Tell employees overtime work (and premium pay) will be discontinued if the shop is organized.
	Say unionization will force the company to lay off employees.
	Say unionization will do away with vacations or other benefits and privileges presently in effect.
	Promise employees promotions, raises or other benefits if they get out of the union or refrain from joining the union.
	Start a petition or circular against the union or take part in its circulation if started by employees.
	Urge employees to try to induce others to oppose the union or keep it out
	Visit the homes of employees to urge them to reject the union.
	Make distinctions between union and non-union employees when assigning overtime work or desirable work.
	Purposely team up non-union workers and keep them from those supporting the union.
	Transfer workers on the basis of union affiliations or activities.
	Choose employees to be laid off in order to weaken the union’s strength or discourage membership in the union
	Discriminate against union supporters when disciplining employees.
	By nature of work assignments, create conditions to get rid of an employee because of union activity.
	Deviate from company policy for the purpose of getting rid of union supporters.
	Take action that adversely affects an employee’s job or pay rate because of union activity.
	Threaten workers or coerce them in an attempt to influence their vote.
	Threaten a union supporter through a third party.

If you have any questions concerning these rights please contact the

National Labor Relations Board

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Revised 01/28/2001