No job is too small or too big; and with multiple pay scales we can be competitive on any project or job site.

Supervisors & Employers Can NOT:

1. Attend or spy on Union meetings, tap Union telephones, or engage in any activity which could create the appearance that employees are being kept under surveillance to determine who is and who is not participating in the union program.
2. Ask employees about confidential union matters or meetings.
   Make statements about the Union that reasonably could be understood to contain a threat of reprisal for engaging in Union activity.
3. Tell employees that Union activity will be viewed as disloyalty to the company.
4. Discipline Union supporters or Union officers more severely than other employees or show any other preference for non-Union employees with respect to wages, hours, or other terms and conditions of employment.
5. Ask a job applicant about his affiliation with or support for a labor organization.
6. Discharge or layoff any employee because of his or her Union activity.
7. Assign work, transfer employees, or allocate overtime on the basis of Union affiliation.
8. Refuse to hire a job applicant because he or she is pro-Union.
9. Bar employee Union representatives from soliciting employee membership during non-working hours.
10. Deviate from established company policy for the purpose of getting rid of getting rid of Union supporters.

Supervisors remember: You can not legally be fired for refusing to perform any of the above acts or for testifying against your employer at an NLRB proceeding.