Examples of Employer Violations
Section 8 of the Act codifies your rights. Managers, supervisors
and foremen are all considered employer representatives and are
obligated to obey the law. Be forewarned, employer
representatives will probably try to “rev up the rumor mill”
rather than make incriminating statements directly to employees.
If any employer representative does any of the following, it is a
violation of law and you should get in touch with an IAM
representative as soon as possible.
1. Attend IAM meetings.
2. Park across the street from the meeting place to see which
employees enter the meeting, or engage in any undercover activity
which would indicate that the employees are being kept under
surveillance to determine who is and who is not participating in
the IAM program.
3. Tell employees that the employer will fire or punish them if
they engage in IAM activity.
4. Lay-off or discharge any employee for IAM activity.
5. Grant employees wage increases or special concessions in order
to persuade employees against being represented by the IAM.
6. Bar employees from soliciting for the IAM (asking for support
and/or membership) during non-working hours.
7. Ask employees what they think about the IAM or an IAM
representative.
8. Ask employees how they intend to vote.
9. Threaten employees with economic reprisal for participating in
IAM activities. For example, threaten to move the facility or
close the business, curtail operations or reduce employee
benefits.
10. Promise benefits to employees if they reject the IAM.
11. Give financial support or other assistance to a union or to
employees, regardless of whether or not they are supporting or
opposing the IAM.
12. Announce that the employer will not negotiate with the IAM.
13. Tell employees that they will be fired or punished if they
engage in union activities.
14. Ask employees whether they belong to the IAM or have signed
an IAM Petition.
15. Ask an employee, during the interview when they are being
hired, about their affiliation with the IAM.
16. Make anti-union statements or actions that might show
preference for a non-union person.
17. Make distinctions between union and non-union employees when
assigning overtime or desirable work.
18. Transfer employees based on their IAM affiliation or
activity.
19. Purposely team up non-union employees and keep them apart
from those the employer may think support the IAM.
20. Select employees for lay off to discourage support for the
IAM.
21. Discriminate against IAM supporters when disciplining
employees.
22. Use work assignments to discriminate against IAM supporters.
23. Discipline IAM supporters for a particular action and permit
non-union employees to go unpunished for the same action.
24. Deviate from policy to get rid of an IAM supporter or member.
25. Take actions that adversely affect an employee’s job or any
pay rate because of IAM activity.
26. Engage in arguments to provoke a physical confrontation with
an employee about the union.
27. Threaten an IAM member or supporter through a third party.
28. Threaten the employees or coerce them in an attempt to
influence their vote.
29. Promise employees a reward or a future benefit if they vote
“No.”
30. Tell employees overtime work (and premium pay) will be
discontinued if they choose to be represented by the IAM.
31. Say unionization will cause employees to be laid off or
fired.
32. Say that unionization will take away vacations, bonuses,
pensions, insurance, profit sharing, or any other benefits and
privileges presently enjoyed. (This is the “start from zero”
threat.)
33. Start a petition or circular against the IAM or take part in
its circulation if started by employees.
34. Urge employees to try to induce others to oppose the IAM.
35. Visit the home of employees to urge them to reject the IAM.
36. Make campaign speeches to assembled groups of employees on
company time within the 24-hour period before the secret ballot
election.
