What Your Employer Can and Cannot Do
You should expect that in most cases that your employer will be against employees organizing. This is normal. By building the Union, you can overcome the obstacles management will place in your path.

As you build your organization, expect that your supervisor will break the law. Warn your co-workers that many of the itemized infractions below will happen. Union activists should note any questionable company activity and report it to your Teamster representative.

Simple Rules for What Your Employer Can and Cannot Do:

The Employer Cannot...

• Attend any union meeting, park across the street from a meeting site 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 discipline them if they engage in union activity. Lay off, discharge, or discipline any employees for union activity. Grant employees wage increases, special concessions or benefits in order to keep the union out.
• Ask employees about union matters, meetings, etc.
• Ask employees what they think about the union or a union representative.
• Ask employees how they intend to vote or if they are going to vote.
• Threaten employees with reprisal for participating in union activities. For example, threaten to move the plant or close the business, curtail operations or reduce employees' 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.
• Ask employees whether or not they belong to a union, or have signed up for union representation.
• Ask the employee, during the hiring interview, about his affiliation with a labor organization or how he feels about unions.
• Purposely team up non-union employees and keep them apart from those supporting the union.
• Transfer workers on the basis of union affiliations or activities.
• By nature of work assignments, create conditions intended to get rid of employees because of his/her union activity.
• Fail to grant a scheduled benefit or wage increase because of union activity.
• Deviate from company policy for the purpose of getting rid of a union supporter.
• Promise employees a reward or future benefits if they decide no union.
• Tell employees overtime work (and premium pay) will be discontinued if the business is unionized.
• Say unionization will force the company to lay off employees.
• Say unionization will do away with vacations, flight privileges 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 encourage or take part in its circulation if started by employees.