SUPERVISORS BEWARE

IT IS UNLAWFUL FOR AN EMPLOYER, SUPERVISOR, OR AN AGENT ACTING IN BEHALF OF AN EMPLOYER TO 

INTERFERE WITH, RESTRAIN, OR COERCE EMPLOYEES SEEKING TO ORGANIZE OR JOIN A UNION.

ANY OF THE FOLLOWING ACTS CONSTITUTES A VIOLATION OF THE NATIONAL LABOR RELATIONS ACT 

(FEDERAL LAW 101 AS AMENDED).

         WHAT SUPERVISORS CAN NOT DO

•  Attend any union meetings, park across the street from a union, meeting to see which employees attend the meeting, or engage in any undercover activity which would indicate that the employees are being kept under surveillance lo determine who is and who is not participating in the union program.
•  Tell employees that the Company will fire or punish them if they engage in union activity. 
•  Lay off or discharge any employee for union activity.
•  Grant employees wage increases or special concessions in order to keep the union out. 
•  Bar employee union representatives from soliciting employee memberships during non-working hours. 
•  Ask employees about confidential union matters, meetings, send employees to union meetings to spy on other employees, or report back to them the union's or employees' activity. 
•  Ask employees what they think about the union or a union representative.
•  Ask employees how they intend to vote.
•  Threaten employees with economic reprisal for participating in union activities. For example, threaten to move the plant or close the business, curtail operations, or reduce employee benefits. 
•  Promise benefits to employees if they reject the union. 
•  Give financial support or other assistance to a union or to employees, regardless of whether or not they are supporting or opposing the union. 
•  Announce that the Company will not deal with a union. 
•  Ask employees whether or not they belong to a union or have signed up for a union. 
•  Ask an employee, during the hiring interview, about his affiliation with a labor organization.
•  Make anti-union' statements or actions that might show preference for an anti-union employee. 
•  Make distinctions between union and anti-union employees when assigning overtime work or desirable work.
•  Transfer workers on the basis of union affiliation. 
•  Choose employees to be laid off on the basis of weakening the union's strength or discouraging participation in it. 
•  Discriminate against union supporters when disciplining employees. 
•  By the nature of the work assignment, create conditions Intended to get rid of an employee because of his/her union activity.
•  Discipline union supporters for a particular action and permit anti-union employees to go unpunished for the same action.
•  Deviate from Company policy for the purpose of getting rid of a union supporter.
•  Take actions that adversely affect an employee's job or any pay rate because of union activity. 
•  Become involved in arguments that may lead to a physical encounter with an employee over the union question. 
•  Threaten a union member through a third party. 
•  Threaten workers or coerce them in an attempt to influence their vote. 
•  Promise employees a reward or a future benefit if they decide to vote "no union". 
•  Tell employees overtime work (and premium pay) will be discontinued if plant is unionized.
•  Say unionization will force the Company to lay off employees. 
•  Say unionization will take away vacations, or other benefits and privileges presently In effect. 
•  Promise employees promotions, pay  increases, or other benefits if they get out of the union or refrain from joining It. 
•  Start a petition or circular against the union or encourage or take part in its circulation if started by employees.
•  Urge employees to try to induce others to oppose the union or keep out of it. 
•  Visit the homes of employees to urge them, to reject the union. 
•  Promote, support, or otherwise offer special privileges to anti-union committees. 
•  Solicit employee grievances during a union organizing campaign.

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