Employers' unfair labor practices against unions encompass a range of behaviors that violate the rights of employees to organize and participate in union activities. These practices include but are not limited to interfering with the formation and operation of unions, retaliating against union members, and refusing to engage in good faith negotiations.
Such actions might manifest as intimidating or coercing employees to prevent them from joining unions, unfairly disciplining or terminating employees for their union involvement, or propagating anti-union sentiment through coercion or misinformation. Additionally, altering employment conditions without consulting the union, and employing tactics to undermine union activities, such as creating employer-dominated unions, also fall under unfair labor practices.
These practices not only disrupt the balance of power in the workplace but also contravene labor laws designed to protect the rights of workers to collectively bargain and advocate for better working conditions.
Can you identify which five of the following items do not constitute unfair labor practices by employers?
- Interfering with Union Formation: Hindering or obstructing employees' efforts to form or join a union.
- Retaliation Against Union Members: Punishing employees for joining or participating in a union.
- Refusal to Bargain in Good Faith: Not engaging sincerely in collective bargaining with a union.
- Surveillance of Union Activities: Spying on or closely monitoring union meetings and activities.
- Creating Company Unions: Forming employer-controlled unions to undermine independent unions.
- Voicing Opposition to Unionization: As long as they do not coerce, threaten, or promise benefits to employees in an attempt to influence their decision.
- Discrimination in Hiring: Refusing to hire someone because of their union membership or activities.
- Unfair Labor Practice Strikes: Firing or disciplining employees for participating in a legally protected strike.
- Changing Conditions Without Consultation: Altering work conditions without discussing with the union.
- Bypassing the Union: Dealing directly with employees on issues that should be addressed through the union.
- Holding Mandatory Meetings to Discuss Unionization: Employers can require employees to attend meetings where the company's stance on unionization is discussed.
- Spreading Anti-Union Propaganda: Using company resources to distribute materials that discourage union membership.
- Threatening Closure in Response to Unionizing: Threatening to close or relocate the workplace if employees unionize.
- Punishing Sympathy Strikes: Penalizing employees for participating in strikes in support of other unionized workers.
- Continuing Business Operations During a Strike: During a strike, employers are permitted to hire replacement workers to continue operations.
- Refusing to Process Grievances: Failing to address or process grievances brought forward by the union.
- Implementing Merit-Based Raises: Employers can legally give merit based raises, or other non-union related factors, during union organizing.
- Restricting Use of Company Property for Union Activities: Employers can legally prohibit the use of these resources for union organizing as long as the rules are applied uniformly and not just in response to union activities.
- Interfering with Union Elections: Influencing or manipulating the outcome of union elections.
- Denying Access to Union Representatives: Preventing union officials from accessing the workplace to meet with members.
- Discriminating Against Union Stewards: Targeting union stewards for their role in the union.
- Enforcing Company Rules to Limit Union Activities: Using company policies to restrict union organizing or meetings.
- Promising Benefits to Discourage Union Support: Offering incentives to employees to dissuade them from supporting the union.
- Demoting or Reassigning Union Members: Unfairly changing job positions or duties because of union involvement.
- Isolating Union Members: Segregating or excluding union members from regular workplace activities or communications.
- Interfering with Union Communication: Blocking or monitoring communication channels used by the union.
- Intimidating Union Supporters: Using threats or coercion against employees who show support for the union.
- Neglecting Collective Bargaining Agreements: Failing to adhere to the terms negotiated in collective bargaining.
- Limiting Access to Work for Union Members: Preferentially assigning work to non-union employees.
- Using Temp Workers to Undermine the Union: Hiring temporary workers to replace or undermine unionized employees.
Answers: 6, 11, 15, 17, 18
