Federal Free Printable Workers Rights Law Posters Federal Employee Rights under the National Labor Relations Act Poster

The Employee Rights under the National Labor Relations Act is a workers rights law poster by the Federal Department Of Labor. This is an optional poster, so while it is recommended that you post this if it is relevant to your employees, you are not required to by the Department Of Labor.

This poster describes the protection that those who are employed have to: not get harassed by unions or employers, be discriminated against because of being in a union and be treated fairly by the union. Those who are employed do not have to join a union.

FE All-In-One Labor Poster: Instead of printing out dozens of posters, employers can also purchase an all-in-one poster that covers both Federal and Federal poster requirements by clicking here .

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Employee Rights
 Under the National Labor Relations Act
The National Labor Relations Act (NLRA) guarantees the right of employees to organize and bargain collectively with their 
employers, and to engage in other protected concerted activity or to refrain from engaging in any of the above activity. Employees 
covered by the NLRA* are protected from certain types of employer and union misconduct. This Notice gives you general information 
about your rights, and about the obligations of employers and unions under the NLRA. Contact the National Labor Relations Board 
(NLRB), the Federal agency that investigates and resolves complaints under the NLRA, using the contact information supplied 
below, if you have any questions about specific rights that may apply in your particular workplace.
Under the NLRA, you have the right to:
•  Organize a union to negotiate with your employer concerning your wages, hours, and other terms and conditions  
of employment. 
• Form, join or assist a union. 
•   Bargain collectively through representatives of employees’ own choosing for a contract with your employer setting your wages, 
benefits, hours, and other working conditions. 
•   Discuss your wages and benefits and other terms and conditions of employment or union organizing with your co-workers  
or a union.
•    Take action with one or more co-workers to improve your working conditions by, among other means, raising work-related 
complaints directly with your employer or with a government agency, and seeking help from a union. 
• Strike and picket, depending on the purpose or means of the strike or the picketing. 
• Choose not to do any of these activities, including joining or remaining a member of a union. 
Illegal conduct will not be permitted. If you believe your rights or the rights of others have been violated, you should contact the 
NLRB promptly to protect your rights, generally within six months of the unlawful activity. You may inquire about possible violations 
without your employer or anyone else being informed of the inquiry. Charges may be filed by any person and need not be filed by 
the employee directly affected by the violation. The NLRB may order an employer to rehire a worker fired in violation of the law and 
to pay lost wages and benefits, and may order an employer or union to cease violating the law. Employees should seek assistance 
from the nearest regional NLRB office, which can be found on the Agency’s Web site: http://www.nlrb.gov. 
You can also contact the NLRB by calling toll-free: 1-866-667-NLRB (6572) or (TTY) 1-866-315-NLRB (1-866-315-6572)  
for hearing impaired.
If you do not speak or understand English well, you may obtain a translation of this notice from the NLRB’s Web site or by calling  
the toll-free numbers listed above.
Under the NLRA, it is illegal for your employer to:
•   Prohibit you from talking about or soliciting for a union 
during non-work time, such as before or after work or 
during break times; or from distributing union literature 
during non-work time, in non-work areas, such as parking 
lots or break rooms. 
•   Question you about your union support or activities in a 
manner that discourages you from engaging in that activity. 
•   Fire, demote, or transfer you, or reduce your hours or 
change your shift, or otherwise take adverse action against 
you, or threaten to take any of these actions, because 
you join or support a union, or because you engage 
in concerted activity for mutual aid and protection, or 
because you choose not to engage in any such activity. 
•    Threaten to close your workplace if workers choose a 
union to represent them. 
•   Promise or grant promotions, pay raises, or other benefits 
to discourage or encourage union support. 
•   Prohibit you from wearing union hats, buttons, t-shirts, and 
pins in the workplace except under special circumstances.
•   Spy on or videotape peaceful union activities and 
gatherings or pretend to do so. 
Under the NLRA, it is illegal for a union or for the 
union that represents you in bargaining with your 
employer to:
•   Threaten or coerce you in order to gain your support  
for the union. 
•    Refuse to process a grievance because you have  
criticized union officials or because you are not a  
member of the union. 
•   Use or maintain discriminatory standards or procedures  
in making job referrals from a hiring hall. 
•   Cause or attempt to cause an employer to discriminate 
against you because of your union-related activity. 
•     Take adverse action against you because you have not 
joined or do not support the union. 
If you and your co-workers select a union to act as your 
collective bargaining representative, your employer  
and the union are required to bargain in good faith in  
a genuine effort to reach a written, binding agreement 
setting your terms and conditions of employment. The 
union is required to fairly represent you in bargaining  
and enforcing the agreement.
*  The National Labor Relations Act covers most private-sector employers. Excluded from coverage under the NLRA are public-sector employees, agricultural 
and domestic workers, independent contractors, workers employed by a parent or spouse, employees of air and rail carriers covered by the Railway Labor 
Act, and supervisors (although supervisors that have been discriminated against for refusing to violate the NLRA may be covered).
This is an official Government Notice and must not be defaced by anyone.
SepTemBeR 2011

Other Federal Labor Law Posters 5 PDFS

There are an additional eighteen optional and mandatory Federal labor law posters that may be relevant to your business. Be sure to also print all relevant state labor law posters, as well as all mandatory federal labor law posters.

Poster Name Poster Type
Mandatory FLSA Federal Minimum Wage Poster Minimum Wage Law
Mandatory Job Safety & Health Protection Poster (English) Job Safety Law
Mandatory Job Safety & Health Protection Poster (Spanish) Job Safety Law
Mandatory Employee Rights under the National Labor Relations Act Workers Rights Law
Mandatory Your Rights Under USERRA (Spanish) Workers Rights Law

View all 19 Federal labor law posters

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** This Document Provided By LaborPosters.org **
Source: http://www.laborposters.org/federal/79-employee-right-under-the-national-labor-relations-poster.htm