Membership’s Legal Right to Wear Union
Did you know some people worry about wearing union hats, shirts, buttons, stickers, and insignia at work? They think they can be singed out and disciplined for wearing Union items.
Actually, the law protects and guarantees your right to wear union things at work. The National
Labor Relations Board has ruled, time and again, that wearing these is protected by the National Labor Relations Act. Your union contract also protects this right.
National Labor Relations Act Prohibits Employer Discrimination
An employer cannot discriminate against union buttons while he lets people wear other buttons, for sports teams, the United Way, etc. And he cannot let people wear tee shirts or hats for sports teams and say that similar types of clothing for Unions cannot be worn at work.
If an employer tells you not to wear anything union, or makes you take off anything union, or even threatens to do it, these are “unfair labor practices” under the law, and grievable violations of the union contract. As a steward you should report them to a union representative as soon as it happens so the union can take action to protect your right to speak freely or express yourself whether by button, shirt, hat, or sticker.
Section 7 of the National Labor Relations Act, the same statute that protects your right to wear union insignia, also protects your right to talk about the union at work. As long as the talk does not interfere with getting work done, an employer cannot say you can talk about anything and everything you want except the union. Under the act, you have the right to talk about the union and union business to other employees - just make sure it does not interfere with getting work completed. And again, these rights are also protected by your union contract.
National Labor Relations Board Prohibits Employer Interference
The key words in the statute states that am employer commits an unfair labor practice if he interferes with, restrains, or discriminates against you because of any union activities. These works have been interpreted by the NLRB to include everything from limiting talk about the union to firing someone because of union activities. Whenever an employer makes any attempt to impinge on your union activities, think about whether his attempt interferes with, restrains, or coerces you because of those activities, and think about whether it discriminates against you because of your activities.
Then go to your union representative - so that steps are taken to protect your rights under your union contract and under the Act.
These are your rights - use them, or lose them.
