Define: Labor Union

No, it is illegal for employers to interfere with employees’ rights to form or join a labor union under the National Labor Relations Act (NLRA).

No, it is illegal for employers to retaliate against employees for engaging in protected union activities, such as organizing, bargaining, or striking, as protected by the NLRA.

No, once a labor union is certified as the representative of employees, the employer is legally obligated to negotiate in good faith with the union over terms and conditions of employment.

Yes, employers have the right to hire temporary replacement workers during a labor strike, as long as it is not done to retaliate against or undermine the union.

Yes, if employees engage in an illegal strike, such as a strike in violation of a no-strike clause in a collective bargaining agreement, the employer may legally terminate those employees.

No, it is illegal for employers to discriminate against job applicants based on their union membership or activities under the NLRA.

In states with “right-to-work” laws, employees cannot be required to pay union dues as a condition of employment. However, in states without such laws, employees can be required to pay union dues or an equivalent fee.

Generally, employers cannot discipline or terminate employees for engaging in protected union activities during non-working hours. However, if the activities disrupt the workplace or violate company policies, discipline may be allowed.

No, employers cannot discriminate against unionized employees by denying them benefits or wage increases that are provided to non-unionized employees, as it would be considered unfair labor practices.

No, it is illegal for employers to refuse to hire someone based on their past union activities or membership, as it would be considered discriminatory under the NLRA.