Anytime that anybody approaches you about your opinions, especially those in
or closely associated with management, be on guard. This
especially includes subjects relating to politics, and yes, Union organization.
Here are 35 things that Harrah's CANNOT do. Note how they all relate to
our organizing efforts. Any emphasis provided is ours.
-
Attend ANY Union meeting, park across the street from the hall 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 Union program.
-
Tell employees that the company will fire or punish them if they
engage in Union activity.
-
Lay off, discharge, or discipline any employee for Union activity.
-
Grant employees wage increases, special concessions or benefits in order
to keep the Union out.
-
Ask employees about Union matters, meetings, etc.
-
Ask employees what they think about the Union or a Union
representative.
-
Ask employees how they intend to vote or if they are going to vote.
-
Threaten employees with reprisal for participating in Union activities.
For example, threaten to move the plant or close the business, curtail
operations or reduce employees' benefits.
-
Promise benefits to employees if they reject the Union.
-
Give financial support or other assistance to a Union.
-
Announce that the company will not deal with the Union.
-
Threaten to close, in fact close, or move the business in order to avoid
dealing with the Union.
-
Ask employees whether or not they belong to a union, or have signed up
for Union representation.
-
Ask the employee, during the hiring interview, about their affiliation
with a labor organization or how they feel about Unions.
-
Make anti-union statements or act in a way that might show preference
for a non-union person.
-
Make distinctions between union and non-union employees when assigning
overtime work or desirable jobs.
-
Purposely team up non-union employees and keep them apart from those
supporting the Union.
-
Transfer workers on the basis of Union affiliations or activities.
-
Choose employees to be laid off in order to weaken the Union's strength
or discourage membership in the Union.
-
Discriminate against Union people when disciplining employees.
-
By nature of work assignments, create conditions intended to get rid of
employees because of their Union activity.
-
Fail to grant a scheduled benefit or wage increase because of Union
activity.
-
Deviate from company policy for the purpose of getting rid of a Union
supporter.
-
Take action that adversely affects an employee's job or pay rate because
of Union activity.
-
Threaten workers or coerce them in an attempt to influence their vote.
-
Threaten a Union member through a third party.
-
Promise employees a reward or future benefits if they decide "no union".
-
Tell employees overtime work (and premium pay) will be discontinued if
the business is unionized.
-
Say unionization will force the company to lay off workers.
-
Say unionization will do away with vacations, or other benefits and
privileges presently in effect.
-
Promise employees promotions, raises or other benefits if they get out
of the Union or refrain from joining the Union.
-
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.
-
Bar employee-union representatives from soliciting employees'
memberships on or off the company property during non-working hours
(including breaks).
