labor organizations, who may bargain
collectively with the employer on the employees’ behalf
seeking to modify wages or working conditions. Employees
also have the right to engage in other
protected concerted activities without a union
seeking to improve their wages and other working
conditions. Employees also have the right to refrain
from engaging in these activities or to seek removal of
a union from the workplace. (However a union and
employer may, in a State where such agreements are
permitted, enter into a lawful union-security clause).
Employees covered by the NLRA are protected from
employer and union discrimination, also known as unfair
labor practices.
Employers are also afforded rights
under the NLRA protecting them from certain unlawful
activities. For example, labor unions may not limit
their productivity and insist that more workers be
hired. For more information about the rights of
employers covered by the NLRA, read
The NLRB and You – Unfair Labor Practices (PDF*).
Unions are protected by the NLRA from
unfair labor practices, and guaranteed the right to
organize, or attempt to form a bargaining unit in
private sector workplaces covered by the Act. Unions,
chosen as employee representatives, are entitled to
engage in collective bargaining with an employer on
behalf of employees to modify their wages and other
working conditions.
