Here is a list of things that your managers cannot do!

• Employers can not ask employees about their position on the union.
• Employers cannot ask employees about another worker’s views concerning the union.
• Employers cannot ask employees about the status of the union effort.
• Employers should not pull employees aside or call employees into their office to discuss the union.
• Employers cannot visit an employee’s home to discuss the union.
• Employers cannot make “captive audience” speeches to employees during the 24 hours preceding a union election. A “captive audience” speech is one held by the employer during work hours that requires mandatory attendance of all (or some) employees, if the purpose is to discourage union support.
• Employers cannot say that it would be futile to elect a union because the employer’s position on working conditions, benefits or wages will not change.
• Employers cannot ask an employee to act on behalf of the employer to dissuade other workers against the union, such as pressuring employees to wear “Vote No” buttons or to spy on their fellow workers.
• Employers cannot spy on employee union activity, imply that the employer has spied on them, or ask an employee to spy on other workers.
• An employer cannot solicit employee grievances and promise to remedy them if the union is not voted in.
• An employer cannot promise an employee any benefit (such as an increase in pay or a promotion, more holidays, or better working conditions) in hopes of influencing the employee’s decision on the union or otherwise rejecting the union in an election.
• Employers cannot threaten to, or imply that it will, reduce wages or benefits if a union comes in. This includes statements that the bargaining process begins from scratch, starts at zero, etc. Likewise, an employer cannot take away any current benefits based on an employee’s position on unionization.
• Employers cannot discipline (or threaten to discipline) an employee based on his or her union sentiments.