What Employers Can Do

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Under the law, employers—including managers and supervisors—are allowed to:

• Share their opinions about unions, as long as they do not use threats, intimidation, or undue influence.

• Promote the company and describe current wages, benefits, or working conditions.

• Anticipate employees’ concerns about unions and provide their perspective, without pressuring employees.

• Provide wage increases or improved benefits during an organizing campaign.

• Hold meetings to address workplace problems or concerns.

• Create tools such as suggestion boxes or complaint processes.

• Send letters or communications to employees’ homes.

 

Note: Once a union applies for certification—and after notice is given to bargain a first collective agreement—additional legal restrictions apply to employer conduct.

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What Employers Cannot Do

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Employers are not allowed to:

• Ask whether an employee has joined or is considering joining a union.

• Question employees about union meetings or activities.

• Call employees into the office to discuss the union unless the employee requests the meeting.

• Spy on or monitor employees participating in union activities.

• Assign undesirable work or punish employees because they support a union.

• Isolate union supporters to prevent them from speaking with other employees.

• Promise raises or improved benefits to discourage union support, or threaten loss of benefits if workers unionize.

• Threaten to close the workplace or lay off employees if a union is formed.

• Refuse to work with a union if employees choose to organize.

• Assist or encourage efforts to organize against the union.