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.
"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."
If you are called to a meeting with management, read the following statements. (You can also download the card by clicking on it. Keep it with you and you can just hand the card to management when the meeting begins.
Copyright 2018. Sheet Metal Workers Local 12. All rights reserved.
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.