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Say unionization will force the company to lay off employees.Tell employees overtime work (and premium pay) will be discontinued if the plant is unionized.Promise employees a reward or a future benefit if they decide “no union”.Threaten a union member through a third party.Threaten workers or coerce them in an attempt to influence their vote.Take action that adversely affects an employee’s job or pay rate because of union activity.Deviate from company policy for the purpose of getting rid of a union supporter.Fail to grant a scheduled benefit or wage increase because of union activity.By nature of work assignments, create conditions intended to get rid of an employee because of his union activity.Discriminate against union people when disciplining employees.Choose employees to be laid off in order to weaken the union’s strength or discourage membership in the union.Transfer workers on the basis of union affiliations or activities.Purposely team up non-union men and keep them apart from those supporting the union.Make distinctions between union and non-union employees when assigning overtime work or desirable work.Make anti-union statements or act in a way that might show preference for a non-union man.Ask an employee, during the hiring interview, about his affiliation with a labor organization or how he feels about unions.Ask employees whether or not they belong to a union, or have signed up for union representation.Threaten to close, in fact close, or move plant in order to avoid dealing with a union.Announce that the company will not deal with the union.Give financial support or other assistance to a union.Promise benefits to employees if they reject the union.For example, threaten to move the plant or close the business, curtail operations or reduce employees’ benefits. Threaten employees with reprisal for participating in union activities.Ask employees what they think about the union or a union representative once the employee refuses to discuss it.It is not an unfair labor practice to listen, but to ask questions to obtain additional information is illegal). (Some employees may, of their own accord, walk up and tell of such matters. Ask employees about union matters, meetings, etc.Bar employee-union representatives from soliciting employees’ memberships on or off the company property during non-working hours.
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Grant employees wage increases, special concessions or benefits in order to keep the union out.Lay off, discharge, discipline any employee for union activity.Tell employees that the company will fire or punish them if they engage in union activity.Attend any union meeting, park across the street from the hall 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 program.Any of the acts listed below constitutes a violation of the National Labor Relations Act, as Amended. It is unlawful for your employer, supervisor or foreman to interfere with, restrain or coerce employees seeking to organize or join a union. If your employer does any of these things, make a note of it, including names of those involved, time, place, etc., and report such incidents to the union. Any of the acts listed below constitutes a violation.