Conducting any kind of surveillance on employees participating in protected union organizing or activities

You can share what has happened to your, family members or friends.

Several agents getting together to complain increases, a "new leader" appears, polarization of employees into factions, break up of groups when supervisor approaches, social media discussions.

Wage Deductions

The idea, contact union, stir up issues, authorization cards, demand recognition, petition for election, informational campaign,

Hanging around known union organizers, obviously taking notes, using subtle or indirect threats interrupting their allowed activities, being "obnoxious and present".

Treat agents as individuals, keep discipline confidential and private.

Overqualified applicants, types of applicants not seen before, "Salts" - applicants who list unionized workplaces or were employed by a union

No guarantees, negotiations, may gain, lose or stay the same.

Violations of NLRA

Any statement that warns or implies reprisal, punishment, retaliation, disciplinary action, loss of favor, demotion, or loss of job would be an unfair labor practice.

Be available and accessible to employees, answering their questions and following up with them.

Card signing, union literature being distributed in parking lot or break areas, open discussion about unions, informational meetings

Lack of flexibility Loss of individuality. Could impact both agents and clients

Business looking for revenue, targeting new industries/members - not waiting for a disgruntled employee.

You can guarantee nothing, because the things you assure they will get are yours ( the Employer's) to give. The union can pledge the moon because none of the things are theirs to give.

Awards, you did a great job, thank you, glad you are here today.

Union vocabulary such as "seniority", "bumping" , "grievance", changes in conversation topics: sports and social activities to more about work issues.

Can't go to supervisor to resolve problems or issues. We verses them mentality.

The entity that employer/union relationships are governed and this applies to employees even though they are not represented by a union.

You cannot ask questions or quiz employees about union activity, meetings, discussions or any other protected organizing activity or ask why.

Create the impression that you like your job and are willing to work as a team to address issues.

Argumentative in group meetings, changes in nature/frequency of complaints, critical/probing questions about policies/benefits, jockeying for positions in unions

Loss of income, false sense of security, "scabs"

The right to engage in protected concerted activity without unlawful interference/coercion by either employer or union.