It may seem to be an oxymoron to suggest that the an employer has 'rights' under the National Labor Relations Act that is largely devoted to protecting employee rights to engage in protected concerted activity including the formation of labor union. And labor unions certainly have a strong set of rights under the NLRA and team of government agents ready to enforce them. But a savvy employer recognizes that the NLRA also has certain rights the employers and their supervisors enjoy, and to conduct successful labor relations it should employ these when relevant. Here's a quiz to test your knowledge of this side of the equation:
TRUE OR FALSE:
1. Supervisors have the right to engage in free speech to express their views opinions and arguments against unionization should a union attempt to organize a company.
2. Supervisors are free to question employees about their union activities.
3. Supervisors can threaten employees if they take action in support of a union at a union-free facility.
4. Employers can move quickly with the support of the NLRB to obtain an injunction in Federal court if a union pickets one of its customers to put pressure on the company to recognize the union.
5. Supervisors can make promises to win the favor of employees to turn away from a union.
6. An employer can develop an implement a no-solicitation policy to apply on its premises and it is best to do so after you hear of union organizing activities.
7. An employer can monitor its email system to make sure that employees are not using it to support a union.
8. An employer can voluntarily recognize a union that presents it with cards signed by 33% of its employees.
9. An employer can ask the NLRB to conduct an secret ballot election if it confronted with a situation where a union claims to have 100 per cent of its employees signed up with the union.
10. An employer can act to prevent its supervisors from joining a union.
Answers to these questions next week!
