Federal law gives us, all eligible employees, the freedom to unite and build a better future at the Kidspace Children’s Museum. We have a legally protected right to organize a union, which includes the following activities:
discussing workplace issues and improving the Kidspace Children’s Museum during work hours (the same way other conversations on other topics are allowed)
distributing union-related literature during non-work hours (i.e., during break time, before/after work hours, on your day off)
wearing union buttons and lanyards
It is unlawful for an employer (such as supervisors, senior managers, or the board of directors) to interfere with, restrain, or coerce employees seeking to organize or join a union. They cannot:
tell employees that they will fire or punish them if they engage in a union activity
lay off or terminate any employee for union activity
threaten employees in an attempt to influence their vote on the union
promise or withhold wage increases to keep employees from forming a union
prohibit union activists from asking others to join the union during non-work hours
ask employees how they intend to vote on the union
ask employees whether they have signed a union card
ask employees about confidential union matters such as union strategies, meetings, etc.
create/change work assignments to punish an employee because of their union activity
tell employees that existing benefits will be discontinued if the company is unionized
say unionization will force the employer to lay off employees
say unionization will take away vacations, benefits, and arrangements presently in effect
promise employees promotions, raises, or other benefits if they vote no on union
How Managers and Supervisors Can Support Our Organizing Effort
encourage direct reports that their organizing efforts are respected and supported
voice public support for unionization efforts
speak up for staff in meetings with HR and senior leadership, emphasizing how union-busting efforts conflict with the organization’s mission or values
educate other managers why workers are organizing, dispel misinformation, and emphasize that wage and benefit gains negotiated by the union members are likely to uplift non-union management staff as well
encourage the organization’s leadership to voluntarily recognize the union without requiring an election if a majority of workers sign union authorization cards