It’s legal to share publicly available facts from the NLRB, unionfacts.com, and other reputable sources.
It’s legal to share why you feel a union is, or is not, needed for employees.
It’s legal to share real examples and stories to highlight where unions have or have not been good choices in the past.
Correct inaccurate statements you hear or read.
- Listen to a staff member who comes to you freely to talk about the union. Be mindful not to threaten, interrogate, or make promises.
- Explain that they would give up the ability to talk directly with you about wages, benefits, complaints, promotions, or other terms and conditions of employment
- Explain the realities of collective bargaining:
- Negotiations are likely to impact all the terms and conditions of employment, including wages, benefits, workplace complaints, and other processes employees currently enjoy.
- That it is a give-and-take process in which neither side is likely to get exactly what it wants without giving something else up.
- Neither the university nor the union are obligated to agree to what the other proposes.
- Tell employees that dues or fees are a part of being in the bargaining unit.
- Remind staff they may not use AU resources and time on organizing activities.
- Report to your department head or HR if you see disruptions in the workplace.
It’s illegal to threaten any action, such as disciplining an employee who engages in union organizing or closing a unit or office if the employees vote a union in.
It’s illegal to interrogate employees about their opinions on unionization or their union activities.
It’s illegal to promise benefits or pay increases to employees if they withhold support for the union
It’s illegal to create an impression that the university is surveilling organizing activities (such as by attending or monitoring events which are not open to all absent an invitation or permission).
- Pressure employees to vote either way in an election. It’s a personal decision.
- Make negative comments about employees who want a union (or those who oppose the idea).
- Ask employees about their position, or the position of their fellow employees, on the union.
- Ask about the status of the unionization effort.
- Stop employees from engaging in organizing activities during non-work time.