Store #2480 • Honesdale, PA
Know Your Rights
Organizing, discussing working conditions, and seeking union representation are rights protected by federal law for most private-sector employees in the United States.
This page provides general information and is not legal advice. If you need advice for a specific situation, consider contacting a qualified labor attorney or an established worker organization.
1) What the Law Protects
Under the National Labor Relations Act (NLRA), most private-sector employees have the right to engage in “protected concerted activity” — acting together with coworkers to improve wages, hours, and other terms and conditions of employment.
Examples of protected activity
- Talking with coworkers about pay, scheduling, staffing, safety, and workplace rules
- Discussing unionization or union representation
- Signing a union authorization card
- Attending meetings with coworkers about workplace concerns (off the clock)
- Distributing materials in non-work areas during non-work time (generally)
- Acting together to raise concerns to management
2) What Retaliation Can Look Like
Retaliation can be obvious or subtle. If your treatment changes after protected activity, it may be important to document it.
Possible retaliation signals
- Sudden schedule cuts or unwanted reassignments
- Write-ups that feel inconsistent with past practice
- Unusual scrutiny or harsher discipline
- Threats about job loss, hours, or store closure
- Promises of benefits if workers stop organizing
Important nuance
Not every disagreement or coaching conversation is illegal. The key question is whether an action is taken because of protected organizing or collective activity.
Keep everything factual and calm. Focus on what was said and what changed.
3) What Employers Generally Cannot Do
Federal labor law generally prohibits employers from interfering with, restraining, or coercing employees who engage in protected organizing activity.
Common unlawful conduct (high-level)
- Threatening job loss, discipline, reduced hours, or store closure due to union activity
- Promising special benefits to discourage union support
- Coercive interrogation about union views
- Spying on or creating the impression of surveillance of organizing
- Retaliating against workers for supporting a union or acting together
Specific situations can be complex and fact-dependent.
4) Best Practices to Protect Yourself
- Stay factual: Avoid personal attacks, threats, or exaggeration.
- Use personal channels: Use personal devices/accounts, not work systems.
- Organize on non-work time: Off the clock when possible.
- Follow normal rules: Don’t give an unrelated reason for discipline.
- Keep it respectful: The goal is improvement, not conflict.
5) If Something Happens: Document It
If you believe you experienced retaliation or coercion, write down the facts as soon as possible:
Keep documentation private and secure. Avoid posting sensitive details publicly.
6) Helpful Resources
Official information is available from the National Labor Relations Board (NLRB). Search for: “NLRB employee rights Section 7”, “NLRB unfair labor practice”, and “NLRB representation election”.
Private contact
Want to connect with the organizing committee?
Replace the bracketed links with your private channels.
Keep it safe
- Use personal email/phone, not work devices
- Meet and organize off the clock when possible
- Stay respectful and fact-based
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