Federal Employee Rights under the National Labor Relations Act Poster

EMPLOYEE RIGHTS 
UNDER THE NATIONAL LABOR RELATIONS ACT 	
The NLRA guarantees the right of employees to organize and bargain collectively with their employers, and to engage in 
other protected concerted activity.  Employees covered by the NLRA	* are protected from certain types of employer and 
union misconduct.  This Notice gives yo u general information about your rights, and about the obligations of employers 
and unions under the NLRA.  C ontact the National Labor Relations Board, the Federal  agency that investigates and 
resolves complaints under the NLRA, using the contact information supplied belo w, if you have any questions about 
specific rights that may apply in your particular workplace. 
Under the NLRA, you have the right to: 	
x Organize a union to negotiate with your employer concerning your wages, hours, and other terms and conditions of
employment.
x Form, join or assist a union.
x Bargain collectively through representatives of employees’ own choosing for a contract with your employer setting your
wages, benefits, hours, and other working conditions.
x Discuss your terms and conditions of employment or  union organizing with your co-workers or a union.
x Take action with one or more co-workers to improve your wo rking conditions by, among other means, raising work-related
complaints directly with your employer or with a government agency, and seeking help from a union.
x Strike and picket, depending on the purpose or means of the strike or the picketing.
x	Choose not to do any of these activities, including joining or remaining a member of a union.	
Under the NLRA, it is ille gal for your employer to:  
xProhibit you from 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.
x Question you about your union support or activities in a
manner that discourages you from engaging in that
activity.
x 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.
x Threaten to close your workplace if workers choose a
union to represent them.
x Promise or grant promotions, pay raises, or other benefits
to discourage or encourage union support.
x Prohibit you from wearing union hats, buttons, t-shirts, and
pins in the workplace except under special circumstances.
x Spy on or videotape peaceful union activities and
gatherings or pretend to do so.	
Under the NLRA, it is illega l for a union or for the union 
that represents you in barg aining with 	
 your employer 
to: 	
x Threaten you that you will lose your job unless you
support the union.
x Refuse to process a grievance because you have
criticized union officials or because you are not a member
of the union.
x Use or maintain discriminatory standards or procedures in
making job referrals from a hiring hall.
x Cause or attempt to cause an employer to  discriminate
against you because of your union-related activity.
x Take other adverse action against you based on whether
you have joined or support the union.
If you and your coworkers 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, bi nding agreement setting your 
terms and conditions of employme nt.  The union is required 
to fairly represent you in bargaining and enforcing the 
agreement.   Illegal conduct will not be permitted
.  If you believe your rights or the rights of others have been violated, you should 
c	
ontact the NLRB promptly to protect your rights, generally within six	 m onths of the unlawful activity.  You may inquire about 
pos	
sible violations without your employer or anyone else being informed of the inquiry.  Charges may be filed by any pers	on 
and need not be filed by the employee directly affec	
ted by the vi olation.  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 assist ance from the nearest regional NLRB office, which can be found on the Agency’s 
website: www.nlrb.gov. 
Click on the NLRB’s page titled “About Us,” which contains a link, “Loc	
ating Our Offices.” Y	ou can also contact the NLRB by 
calling toll-free: 1-844-762-NLRB (6572).  Hearing impaired callers who wis	
h to speak to an NLRB representative should 
contact the Feder	
al Relay Service by visiting its website at https://www.federalrelay.us/t	ty, calling one of its toll free 
numbers, and asking its Communications	
 Assistant to c	all the NLRB toll free number at 1-844-762-NLRB (	6572)	.
* The Nat	
ional Labor Relations Act covers most private-sector employers.  Excluded from coverage under the NLRA
are  public-sector  em	
ployees, agr	icultural and domestic  workers, independent  c	ontractors, workers employed  by a par	ent  or 
s	
pouse,  employees  of air  and  rail c	arriers  cov	ered by the  Railway  Labor	 Ac	t,  and  superv	isors  (although  supervisors  that	 
have been discriminated against for refusing to violate the NLRA m	
ay be covered).	
This is an official Government Notice 
and must not be defaced by anyone.  U.S. Department of Labor