New York unions and their employers can engage in disputes over many issues. Even in circumstances where there is a solid relationship, it can quickly degenerate into a contentious back and forth if there are disagreements from either perspective. This is especially true when it comes to employers trying to use coercive tactics with employees. Some employers might try to influence the labor union in this way. Union members must be cognizant of what the law says about such acts and respond accordingly. Having legal assistance from a qualified union law firm can be useful in this or any other labor law case.
Employees are legally allowed to unionize to improve their circumstances in myriad ways. They are also allowed to decide not to unionize. Some employers might not want to deal with a unionized workforce and attempt to dissuade employees from taking part. There are many strategies that the employer might deploy toward this end and they often violate the law. Knowing what they cannot do is key to stopping it. The employer is not allowed to demote, dismiss, worsen conditions at the workplace, or issue threats because of a worker trying to use the National Labor Relations Act to his or her advantage. That includes complaining to the National Labor Relations Board.
Workers are not to be prohibited from discussing wages, working conditions, or unionizing when they are not working – this includes break times and, of course, before and after the workday. Workers have the right to dispense union materials when they are not working and in non-work areas. The employer is not legally allowed to issue threats about closing the workplace should workers decide to unionize. The employer cannot make promises for certain benefits like better pay to discourage taking part in union activities. Workers cannot be stopped from wearing union items unless there is a special circumstance. The employer cannot ask questions about the support of the union or attempt to discourage workers from taking part in union activities.
It can be intimidating to join a union when knowing the employer is against it and might take certain steps to dissuade workers from taking part. However, the NLRB has certain rules in place to protect workers and their union activities. Having legal assistance is an integral part of exercising their rights to join a labor union, use collective bargaining and more. Union members and their union must remember to have legal assistance by contacting a law firm that specializes in union representation.