The SCORE 2015 Issue 3 | Page 23

The Don’ts

A

n easy way to remember the things employers and
supervisors cannot do or say during a union organizing
attempt is to think of the word T-I-P-S:
THREATEN. Management must not threaten individuals
participating in union activities with reprisals such as reducing
employee benefits, firing the employee or retaliation of any
kind, and, of course, you cannot take such reprisals.
INTERROGATE. Management must not interrogate
employees about whether they signed a union card, whether
they are supporting the organizing activity, how they intend to
vote or what they think about union representation.

SPY. Management must not spy on union activities to determine who is attending union meetings, or who is signing
union cards or supporting the union. This applies to both work
time and non-work time, on and off the company’s premises.
Definitions of unlawful “threats,” “interrogation,” “promises” and/or “spying” are subject to complicated legal rules
and decisions that are too numerous to list here.
Finally, employers should never DISCRIMINATE against
employees based on their support for a union or based on
union opposition.

•

This information was taken from the Ambush Election Toolkit prepared
for the FBS by Littler Mendelson, P.C.

PROMISE. Management must not promise wage or benefit
increases, promotions or any other future benefit to employees
for opposing the union, nor can you give such benefits for this
reason.

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SCORE | 2015 Issue 3

Visit a Sprint Store: sprint.com/storelocator or sprint.com/bwwfranchisees

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