SYNOPSIS

Ignorance of the Law is no excuse. Lack of knowledge about the law could generate sufficient "Unfair Labor Practice" charges against your company that could result in a "Bargaining Order" that could force you accept the Union without an election. Don't let that happen to you!     This eBook will explain, in lay terms, the entire arsenal of government laws used to protect the rights of workers to organize in order to address issues of wages, benefits, and working conditions. The body of laws (“law”) that protect this right is known as the National Labor Relations Act, sometimes referred to as the Wagner act. It is important to know these "Laws" and how to use them to your advantage before and during a union campaign. We've helped keep companies union free since 1965.  So, you can hire a labor attorney or buy anti-union videos and spend upwards of tens of thousands of dollars for the same detailed union-fighting information and advise contained in this low-cost eBook (which costs far less than a labor attorney's one-hour bill).

Table of Contents

  LET’S DISCUSS THE “LAW”     

LAWS GOVERNING THE RIGHT TO WORK     

WHAT IS THE RIGHT TO WORK PRINCIPLE? 

WHAT IS A RIGHT TO WORK LAW?     

WHAT IS “EXCLUSIVE REPRESENTATION”?

WHAT RIGHTS DO EMPLOYEES HAVE IN NON-RIGHT TO WORK STATES?

EMPLOYEE PROTECTED RIGHTS AND/OR ACTIVITIES.

CHANGES IN WAGES.

SECONDARY BOYCOTTS.

INCLUDED AT NO ADDITIONAL CHARGE: "The Complete 51 Page Guide To Basic Law And Procedures."

APPENDIX -  SPECIAL AND ADDITIONAL UNION AVOIDANCE INFORMATION     

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PARTIAL PREVIEW

"The Regional Offices National Labor Relations Board found that, more than six decades after its enactment, there is still a lack of basic information about the National Labor Relations Act. Staff members have expressed a need for a simply stated explanation of the Act to which anyone could be referred for guidance. To meet this demand, the basic law under the Act has been set forth in this eBook in a non-technical way so that those who may be affected by it can better understand what their rights and obligations are.

"Any effort to state basic principles of law in a simple way is a challenging and unenviable task. This is especially true about labor law, a relatively complex field of law. Anyone reading this booklet must bear in mind several cautions.

"First, it must be emphasized that the Office of the General Counsel does not issue advisory opinions and this material cannot be considered as an official statement of law. It represents the view of the Office of the General Counsel as of the date of publication only. It is important to note that the law changes and advances. In fact, it is the duty of the Agency to keep its decisions abreast of changing conditions, yet within the basic statute. Accordingly, with the passage of time no one can rely on these statements as absolute until and unless a check has been made to see whether the law may have been changed substantially or specifically.

"Furthermore, these are broad general principles only and countless subprinciples and detailed rules are not included. Only by evaluation of specific fact situations in the light of current principles and with the aid of expert advice would a person be in a position to know definitely where the proposed conduct may fit under the statute. No basic primer or text can constitute legal advice in particular fact situations. This effort to improve basic education about the statute should not be considered as such. Many areas of the statute remain untested. Legal advisers and other experts can find the total body of “Board law” reported in other Agency publications.

"One other caution: This material does not deal with questions arising under other labor laws, but only with the National Labor Relations Act. Laws administered by other Government agencies, such as the Labor Management Reporting and Disclosure Act of 1959, the Employee Retirement Income Security Act, the Occupational Safety and Health Act, the Railway Labor Act, the Fair Labor Standards, Walsh-Healey and Davis Bacon Acts, Title VII of the Civil Rights Act of 1964, Americans with Disabilities Act, the Federal Mine Safety and Health Act, and the Veterans’ Preference Act, are not treated herein.

"Lastly, this material does not reflect the view of Gene Levine Associates or the National Labor Relations Board as the adjudicating agency that in the end will decide each case as it comes before it.

"It is hoped that with this cautionary note this eBook may be helpful to those in need of a better basic understanding of the National Labor Relations Act."

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