The Legal Right To Organize
For over 60 years workers have been organizing under the auspices of the NLRA, and some employers have been trying to
interfere with organizing for just as long. Federal labor laws contain very crucial protections for employees. Detailed
examples of what a company CANNOT do are given in the following paragraphs.
If you or any other employee feel your rights have been violated, talk to your UMWA Organizer. The National Labor
Relations Board (NLRB), a government agency, maintains fifty regional and sub-regional offices all around the country. The
NLRB will investigate your situation and will issue a complaint against your employer if it finds the employer has engaged in
an unfair labor practice. At that point, the NLRB will represent you in a hearing before an administrative law judge. Of course,
the UMWA will support and supplement the NLRB's actions in any way necessary.
The National Labor Relations Act (NLRA) guarantees your rights to organize and form union of your own choosing and be
free from reprisal for doing so. When a majority of employees vote in favor for union representation, the law makes it an
unfair labor practice for the employer to refuse to bargain with the union. Here are the exact sections of the National Labor
Relations Act containing your rights to organize.
"Section 7. Employees shall have the right to self-organize, 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..."
Section 8(a). It shall be an unfair labor practice for an employer:
(1) to interfere with, restrain, or coerce employees in the exercise or the guaranteed in Section 7;
(2) to dominate or interfere with the formation or administration of any labor organization or contribute financial or other
support to it;
(3) by discrimination in regard to hire or tenure of employment or any term or condition of employment to encourage or
discourage membership in any labor organization;
(4) to discharge or otherwise discriminate against an employee because he has filed charges or given testimony under this
Act;
(5) to refuse to bargain collectively with the representatives of his employees..."
Next: The Rules Governing Employer and Supervisor Conduct
For over 60 years workers have been organizing under the auspices of the NLRA, and some employers have been trying to
interfere with organizing for just as long. Federal labor laws contain very crucial protections for employees. Detailed
examples of what a company CANNOT do are given in the following paragraphs.
If you or any other employee feel your rights have been violated, talk to your UMWA Organizer. The National Labor
Relations Board (NLRB), a government agency, maintains fifty regional and sub-regional offices all around the country. The
NLRB will investigate your situation and will issue a complaint against your employer if it finds the employer has engaged in
an unfair labor practice. At that point, the NLRB will represent you in a hearing before an administrative law judge. Of course,
the UMWA will support and supplement the NLRB's actions in any way necessary.
The National Labor Relations Act (NLRA) guarantees your rights to organize and form union of your own choosing and be
free from reprisal for doing so. When a majority of employees vote in favor for union representation, the law makes it an
unfair labor practice for the employer to refuse to bargain with the union. Here are the exact sections of the National Labor
Relations Act containing your rights to organize.
"Section 7. Employees shall have the right to self-organize, 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..."
Section 8(a). It shall be an unfair labor practice for an employer:
(1) to interfere with, restrain, or coerce employees in the exercise or the guaranteed in Section 7;
(2) to dominate or interfere with the formation or administration of any labor organization or contribute financial or other
support to it;
(3) by discrimination in regard to hire or tenure of employment or any term or condition of employment to encourage or
discourage membership in any labor organization;
(4) to discharge or otherwise discriminate against an employee because he has filed charges or given testimony under this
Act;
(5) to refuse to bargain collectively with the representatives of his employees..."
Next: The Rules Governing Employer and Supervisor Conduct
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| Copyright © 2008 United Mine Workers of America |
United We Bargain:
Get Involved & Know Your Rights
Get Involved & Know Your Rights