The National Labor Relations Act (NLRA) seeks to promote industrial peace by requiring employers and labor organizations to bargain in good faith and by assuring that employees may organize and collectively bargain through representatives of their own choosing. The NLRA protects employees who form, join or assist a union, as well as those who engage in concerted activities, such as striking, for collective bargaining purposes or to provide mutual aid to other labor organizations.

Unfair Labor Practices
To protect such activities, the NLRA bars employers and labor unions from engaging in unfair labor practices. Thus, employers may not interfere with, restrain or coerce employees who are exercising their right to self-organization, such as by threatening employees with loss of jobs or benefits, threatening to close the workplace, or transferring, laying off, terminating or reassigning employees to more difficult tasks if they join a union, vote for a union or engage in protected concerted activity. Employers also may not dominate or interfere with the formation or administration of a labor organization or contribute financial or other support to it.

While the NLRA protects employees who engage in union activities, it also protects employees who refrain from union activities. Accordingly, the NLRA bars labor organizations from coercing employees to join a union or influencing an employer to discriminate against non-union employees.

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