Our Rights

our Legal Rights

We have the legal right to do the following under Section 7 of the National Labor Relations Act (NLRA):

1. Attend meetings to discuss forming a union with our co-workers.

2. Read, distribute, and discuss union literature (as long as we do this in non-work areas during non-work times, such as during breaks or lunch hours).

3. Wear union buttons, t-shirts, stickers, bags, hats or other items on the job.

4. Sign a card asking our employer to recognize and bargain with our union.

5. Sign petitions or file grievances related to wages, hours, working conditions, and other job issues.

6. Ask other employees to support the union, to sign union cards or petitions, or to file grievances.

Secret-Ballot elections

One way of proving that a union has majority support is through a secret ballot "representation-election" conducted by the National Labor Relations Board (NLRB). We have the legal right to participate in that election without interference from our employer.

Protection from Employer Action

Under Section 8 of the National Labor Relations Act, our employer cannot legally punish or discriminate against against any worker because of union activity. For example, our employer cannot do the following:

• Threaten or actually fire, lay off, discipline, harass transfer, or reassign employees because they support the union.
• Favor employees who don't support the union over those who do in promotions, job assignments, wages, hours, enforcement of rules, or any other working condition.
• Threaten to or actually take away jobs, wages, or any benefits or privileges employees already enjoy in order to discourage union activity.
• Promise employees a pay increase, promotion, benefit, or special favor if they oppose the union.