Employee rights under the National Labor Relations Act

A Employee rights under the National Labor Relations Act policy affirms employees' Section 7 rights to organize, join or support a union, bargain collectively, and engage in protected concerted activity (or refrain), while making clear your organization will not interpret or enforce workplace rules in a way that interferes with, restrains, or coerces employees in exercising those rights.

How to Write an Employee rights under the National Labor Relations Act Policy

• Start with "why" and introduce the concept.
• State that your policies are not intended to prohibit or discourage legally protected concerted activity.
• Explain that employees have the right to act together to improve wages, hours, and other working conditions, including through union-related activity.
• Confirm employees may discuss pay and working conditions with co-workers and with unions.
• Confirm employees may organize, form, join, or support a union, and may communicate about union matters during nonworking time.
• Confirm employees may take group action to raise workplace concerns, including complaints to the employer or government agencies, and seeking union support.
• Address protected advocacy and criticism, while noting limits for unlawful, knowingly false, or harassing conduct.
• Confirm employees may display union insignia at work, subject to lawful, narrowly tailored restrictions.
• Confirm employees may choose not to participate in these activities.

For advice on writing an Employee rights under the National Labor Relations Act policy in a specific jurisdiction, see below.