|1. 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.
|2. Tell employees that the company will
fire or punish them if they engage in union activity.
|3. Lay off, discharge,
discipline any employee for union activity.
|4. Grant employees wage increases,
special concessions or benefits in order to keep the union out.
|5. Bar employee-union
representatives from soliciting employees' memberships on or off
the company property during non-waking hours.
|6. Ask employees about union matters,
meetings, etc. (Some employees may, of their own accord, walk up
and tell of such matters. It is not an unfair labor practice to
listen, but to ask questions to obtain additional information is
|7. Ask employees what
they think about the union or a union representative once the
employee refuses to discuss it.
|8. Ask employees how they intend to
|9. 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.
|10. Promise benefits to employees if
they reject the union.
|11. Give financial
support or other assistance to a union.
|12. Announce that the company will not
deal with the union.
|13. Threaten to close,
in fact close, or move plant in order to avoid dealing with a
|14. Ask employees whether or not they
belong to a union, or have signed up for union representation.
|15. Ask an employee,
during the hiring interview, about his affiliation with a labor
organization or how he feels about unions.
|16. Make anti-union statements or act
in a way that might show preference for a non-union man.
|17. Make distinctions
between union and non-union employees when signing overtime work
or desirable work.
|18. Purposely team up non-union men and
keep them apart from those supporting the union.
|19. Transfer workers on
the basis of union affiliations or activities.
|20. Choose employees to be laid off in
order to weaken the union's strength or discourage membership in
|21. Discriminate against
union people when disciplining employees.
|22. By nature of work assignments,
create conditions intended to get rid of an employee because of
his union activity.
|23. Fail to grant a
scheduled benefit or wage increase because of union activity.
|24. Deviate from company policy for the
purpose of getting rid of a union supporter.
|25. Take action that
adversely affects an employee's job or pay rate because of union
|26. Threaten workers or coerce them in
an attempt to influence their vote.
|27. Threaten a union
member through a third party.
|28. Promise employees a reward or
future benefit if they decide "no union".
|29. Tell employees
overtime work (and premium pay) will be discontinued if the
plant is unionized.
|30. Say unionization will force the
company to lay off employees.
|31. Say unionization
will do away with vacations or other benefits and privileges
presently in effect.
|32. Promise employees promotions,
raises or other benefits if they get out of the union or refrain
from joining the union.
|33. Start a petition or
circular against the union or encourage or take part in its
circulation if started by employees.
|34. Urge employees to try to induce
others to oppose the union or keep out of it.
the homes of employees to urge them to reject the union.