1. Protected Activities Federal and state labor laws prohibit most employers from coercing, prohibiting, or otherwise interfering with employees’ protected organizing activities.

2. Protected Employee Activities Attend meetings, devise organizing strategies and support each other; Read and distributing union literature in non-work areas (such as parking lots) during non-work time (e.g. breaks, lunch, after work); Talk about the union on work time (if non-work conversation is generally accepted); Sign an authorization card asking your employer to recognize and bargain with your union; Sign petitions or file grievances about wages, working conditions, and other job issues; and Ask other employees to support the union, to sign authorization cards or petitions and to file grievances. From: http://www.las-elc.org/factsheets/unions-organize.html

3. Protected Employer Activities Taft-Hartley provides protection for employers. Express their opinions in written or verbal form in opposition of unionization; and File a petition asking NLRB to determine majority preference for a union. Generally, the first item must be free from coercion, promises of benefits if the union is opposed.

4. Retailiation Retaliation by employers should be reported as an unfair labor practice to the NLRB.