EMPLOYEES' SECTION SEVEN RIGHTS UNDER THE NATIONAL LABOR RELATIONS ACT
Unlike most other laws that protect you as an individual, the National Labor Relations Act is a "collective" law and it applies to private-sector workplaces where there are two or more employees. This law applies to both union and non-union employees.
In addition to the National Labor Relations Act, there are many other laws at both the federal and state levels to protect you in the workplace.
Unions, however, rely on the fact that most employees do not know their rights and think that only through a union do employees have rights. That is not true, as employees have a great deal of rights without a union.
Below is the text from the National Labor Relations Act on your Section Seven Rights:
Employees shall have the right to self-organization, to form, join, or assist labor organizations, to bargain collectively through representatives of their own choosing, and to engage in other concerted activities for the purpose of collective bargaining or other mutual aid or protection, and shall also have the right to refrain from any or all such activities except to the extent that such right may be affected by an agreement requiring membership in a labor organization as a condition of employment as authorized in section 8(a)(3) [section 158(a)(3) of this title].
As an employee in the private-sector*, you have legally guaranteed rights. These rights apply to you whether or not you are represented by a labor union.
If you are union-free, there are advantages and freedoms that you have that union-represented employees do not enjoy, such as:
If you are union-free:
If you are unionized:
You can deal directly with your employer over wages, hours and other terms and conditions of employment
You (and another employee) can complain about workplaces issues and that activity is protected
You can speak on your own behalf, without needing to pay a union to do it (which may or may not decide to process your complaint)
You do not have to be concerned about being called out on a union-called strike that you may not agree with
You do not have to worry about being placed on trial by a union
You do not have to worry about being fined by a union if you are found guilt at a union trial
You cannot deal directly with your employer over wages, hours or other terms and conditions of employment
The union does not have to process your grievance, complaint, or dispute in a manner that is satisfactory to you
In fact, the union may not have to process your complaint at all
The union may call you out on strike over an issue that you do not agree with
The union can charge you union dues (or agency fees) or have you fired if you do not pay if you live in a non-right-to-work state and there is a union (income) security clause
The union has the right to put you on trial for violating its rules and, if you are found guilty, the union can fine you money
Unions don't want you or your co-workers to know any of these facts. Why? It's simple. By keeping you in the dark about your rights, unions can keep you under their control while they charge you money for their "services."
Here are some additional things union bosses don't want you to know:
YOUR RIGHT TO OPPOSE UNIONIZATION:
LINKS OF INTEREST:
You have the right to get information
You have the right to speak out against the union
You have the right to speak with your co-workers
You have the right to give out information against the union on non-work time
You have the right to access public information
You have the right to file Unfair Labor Practice charges against a union if you feel your rights have been violated.
It is important to know that neither an employer nor a union violate your rights. Your rights are enforced by a federal agency called the National Labor Relations Board (NLRB). To visit the NLRB's website, click here.
All information and materials on 1-888-NO-UNION.COM are free. The information and materials on this site are for informational purposes only. Nothing on this website constitutes, nor should it be viewed as legal advice or advice to either employees or employers. Moreover, the information provided on this site should NOT be construed as advice for employees on how to exercise your NLRA Section Seven Rights. If you have a legal question, you are strongly encouraged to consult with your attorney (as an employer) or contact us should you need a referral to legal counsel. Further, should you request an answer to a question, you agree that any answer to any question does not constitute legal advice, or advice of any nature, but is purely for informational purposes.
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