Copyright 2014. Sheet Metal Workers Local Union 19. All rights reserved.
National Labor Relations Act - Section 7
"Employees shall have the right to self-organization; to form, join, or assist
labor organizations; to bargain collectively through representatives of their
own choosing; and to engage in other concerted activities for the purpose
of collective bargaining."
Some other protections and restrictions under the Act:
There are limits to the Act's protections.
The National Labor Relations Act protects employees who act together to raise workplace issues. Employees are NOT protected by the Act when they make complaints or demands for themselves alone.
The Act DOES NOT protect employees who engage in misconduct, even when the misconduct is intended to support concerted employee action. Threats, violence, or occupation of the employer’s premises are among actions generally considered to be misconduct warranting discipline.
The Act provides for back pay to compensate employees for losses resulting from unlawful conduct; but the Act does not provide for fines, punitive damages, or losses not directly resulting from lost employment.
The Act does not require an employer to grant employee demands.
You have rights in your workplace under the National Labor Relations Act (NLRA).
Many people know that the National Labor Relations Board (NLRB) protects employees' rights to join and support unions where they work. But many are not aware that the NLRA also protects other employee rights as well.
Under the NLRA, employees have the right to act together to raise workplace issues with their employer or to press for changes in wages or conditions. Such employee actions are known as “protected concerted activities.”
Unlawful employer actions that are prohibited by the Act include:
The National Labor Relations Act also protects an employee’s right to not participate in unions or in other actions with employees. The Act does not require an employer to grant any specific employee or union demand.