• Congress enacted the National Labor Relations Act (NLRA) in 1935 to protect employees and allow labor union activity in the workplace. The law is enforced by the National Labor Relations Board (NLRB). In January 2009, President Obama signed Executive Order 13496, known as "Notification of Employee Rights Under Federal Law". According to the Department of Labor, its purpose is "to promote economy and efficiency in Government procurement". EO 13496 re-enforces the NLRA to avoid labor unrest from government contractors that may interrupt the production of goods and services.
  
  

Employee Rights

• The NLRA gives employees the freedom to join a union. Employees have the right to negotiate wages, work hours and working conditions with the employer either on their own or through union representatives. Employees are also allowed to peaceably strike and picket as part of labor negotiations.
  
  Complaints can be filed with the NLRB if an employee feels he has been treated unfairly by the employer or the union.
  
  Complaints can be filed with Office of Labor-Management Standards (OLMS) or the Office of Federal Contract Compliance Programs (OFCCP) if the employer fails to properly post the notification.
  
  

Employer Requirements

• Employers must post the notification in the workplace where employees can easily see it. It is required to be posted in several languages, depending on the diversity of the workforce.
  
  Employers cannot prohibit workers from using non-work time to advocate for unions including distributing literature or holding group meetings. Employers cannot take adverse action against workers, such as firing, demoting or transferring, in an attempt to discourage union support.
  
  The NLRA prohibits employers from threatening to close a facility if union representation is advocated.
  
  

Union Conduct

• Unions cannot use intimidation to force workers into a union, nor can they take adverse action against you if you do not belong to a union.
  
  Union representatives are required to "bargain in good faith" during negotiations with the employer and fairly follow the written agreement reached.