Know Your Rights

SPIT - A Reminder About Your Rights While Unionizing

Surveil - Management (including the employer and any and all supervisory staff) is not permitted to spy on you and your coworkers. Example: Tracking private discussion among workers 

Promise - Management may not (directly or indirectly) make promises to you in exchange for choosing to not support forming a union

Interrogate - Management should not ask workers questions about whether or not they support the union or not. If a manager asks you this, they cannot require you to tell them. 

Threaten - Management is not permitted to threaten or otherwise retaliate against workers for supporting a union

IF YOU WITNESS ANY OF THE ABOVE, PLEASE CONTACT US RIGHT AWAY!

Am I allowed to talk about the union at work? 

Legally speaking, if you’re allowed to talk about other topics that are not work related (your kids, hobbies, cat birthday party, etc.) then you are legally allowed to talk about anything union-related.

It’s best practice that you keep most of your conversations to break times or when you’re otherwise off the clock. Additionally, it’s best practice to keep union-related communication to personal forms of communication (off work channels), in order to prevent disruption of work, keep our conversations private, and lower the risk of scrutiny from management.

Can I legally be fired for engaging in union-related activities?

No. While NAFY is permitted to fire workers without any reason (unless you have a union contract), union organizing and engagement is a legally protected activity. If you believe you have been disciplined or retaliated against by management for your union involvement, please let us know right away! It’s illegal and we can file an “Unfair Labor Practice,” with the NLRB (National Relations Board) if you experience or witness something like this occurring. Document it and tell us about it right away!