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Imply a promise of benefits by soliciting grievances from employees during a union organizing campaign.

Promise employees benefits if they reject the union.

An employee engaged in otherwise protected, concerted activity may lose the Act's protection through misconduct.) Activity is "protected" if it concerns employees' interests as employees. It includes circumstances where a single employee seeks to initiate, induce, or prepare for group action, as well as where an employee brings a group complaint to the attention of management. (Activity is "concerted" if it is engaged in with or on the authority of other employees, not solely by and on behalf of the employee himself.

Threaten employees with adverse consequences if they engage in protected, concerted activity.

Threaten employees with adverse consequences, such as closing the workplace, loss of benefits, or more onerous working conditions, if they support a union, engage in union activity, or select a union to represent them.

Section 8(a)(1) of the Act makes it an unfair labor practice for an employer "to interfere with, restrain, or coerce employees in the exercise of the rights guaranteed in Section 7" of the Act. Section 7 of the National Labor Relations Act (the Act) guarantees employees "the right to self-organization, to form, join, or assist labor organizations, to bargain collectively through representatives of their own choosing, and to engage in other concerted activities for the purpose of collective bargaining or other mutual aid or protection," as well as the right "to refrain from any or all such activities." For example, employers may not respond to a union organizing drive by threatening, interrogating, or spying on pro-union employees, or by promising benefits if they forget about the union. It is unlawful for an employer to interfere with, restrain, or coerce employees in the exercise of their rights. Federal Employee and Applicant EEO PoliciesĮmployees have the right to unionize, to join together to advance their interests as employees, and to refrain from such activity.Impact of the NLRB on Professional Sports.

1947 Taft-Hartley Substantive Provisions.1947 Taft-Hartley Passage and NLRB Structural Changes.Office of Inspector General - Peer Review.Office of Inspector General - Ongoing Reviews.Office of Inspector General - Investigations.

Office of Inspector General - General Audits.