To ALL TNMP
Employees:
Whether you are a
supporter of workers gaining representation rights or not, there is a level of
professionalism you should expect from the IBEW as well as TNMP. You should
expect all parties to conduct themselves with honor, integrity and respect.
That means respect for ALL workers personal beliefs, decisions and respect for
the Law.
The law states, “It
is a violation of Section 8(a)(1) for an employer to interfere with, restrain or
coerce employees in the exercise of rights guaranteed by section 7.” Examples
of such illegal conduct are:
- Threatening employees
with loss of jobs or benefits if they should join a union. - Questioning employees
about their union activities or membership in such circumstances as will tend to
restrain or coerce the employees - Announce the Company
will not negotiate with the union - Make anti-union
statements or act in a way that might show preference to a non-union
employee.
I have attached a
list of 35 Things your employer cannot do when workers try to organize a union
and an excerpt from a case in which a Supervisor chose to ignore the law. I
hope all Managers, Supervisors or anyone in Management will honor the law,
respect your rights and let the employees make a free choice.
IF YOU FEEL YOU
RIGHTS HAVE BEEN VIOLATED or HAVE QUESTIONS ABOUT YOUR
RIGHTS: Please Contact
the following NLRB Agent:
Meike
Ziegler
National Labor
Relations Board
819 Taylor Street,
Room 8A24
Fort Worth, TX
76102
(817)
978-4174
Sincerely,
Craig
Parkman
International
Lead Organizer
IBEW
– Region 4
(210)
557-1546
Thirty-five
things your company cannot do when you try to organize a union
- 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, or discipline any employee for union activity.
- 4. Grant
employees wage increases, special concessions, or benefits in order to keep the
union out.
- 5. Bar
employees in support of the union from soliciting employees’ memberships on or
off the company property during non-working 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 practice to
listen, but to ask questions to obtain additional information is illegal.)
- 7. Ask
employees what they think about the union or a union representative.
- 8. Ask
employees how they intend to vote.
- 9. Threaten
employees with reprisal for participating in union activities For example,
threaten to move the plant or close the business, curtail operations or refuse
employee’s benefits.
10. Promise to increase 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 a plant in order to avoid dealing with a union.
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 their affiliation with a labor
organization or how they feel about unions.
16. Make
anti-union statements or act in a way that might show preference for a nonunion
employee.
17. Make
distinctions between union and nonunion employees when assigning overtime work
or desirable work.
18. Purposely
team up nonunion employees and keep them apart from those supporting the union.
19. Transfer
workers on the basis of union affiliation or activities.
20. Choose
employees to be laid off in order to weaken the union’s strength or discourage
membership in the union.
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. Deactivate
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 activity.
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 a 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.
35. Visit the
homes of employees to urge them to reject the union.
Employers do all of the above every day during
election campaigns and get away with it. Laws are only effective if they are
enforced so it is up to us to make sure the companies obey the law during an
election campaign.
If you think your employer is doing any of
these things, write down the details (who, exactly what did they say, who else
saw it) and let your Organizing Committee or Union Representative know about
it.
