Reference no: EM133305162

Case Study: In the nonunion facility where you work in a human resources (HR) role, there have been rumors of union-organizing activity. There are numerous reports of e-mails to hourly employees at their work e-mail addresses seeking support for union representation. Pamphlets detailing workers' rights and suggesting that voting in a union will increase pay and benefits have been distributed in various areas of the facility and in the parking areas.

As the human resources (HR) representative, the company's management asks for your advice and guidance on whether a union has the right to contact workers through their work e-mail addresses and distribute pamphlets on company property. They want to know what the company can do to respond to these tactics and to the union's message that it can enhance workers' pay and benefits.

Question:

1. What are any governing labor laws as well as any historical influences, legal precedents, or decisions that apply to this situation?

2. What is an analysis of the legality of the union-organizing actions, including communications using employer e-mail and distributing literature at the employer's facility, what is a strategy that outlines the actions the company can and cannot take to limit or combat union-organizing actions, and what is the guidance on the messages and information employers can and cannot communicate in response to union organizing activity and legal risks associated with common tactics?