What Section 7 of the NLRA means for employees is fairly simple:

  • Employees have the right to self organization without a union;
  • Employees have the right to form their own labor organization (union, association, or counsel), without a third-party union;
  • Employees have the right to bargain with their employer through representatives of their own choosing (even without a third-party union);
  • Employees have the right to engage in other concerted activities for the purpose of collective bargaining or other mutual aid or protection without a third-party union.

​Just as importantly, according to the NLRB's own guide to the law, "[t]he Act also contains a provision whereby employees or someone acting ontheir behalf can file a petition seeking an election to determine if the employees wish to retain the individual or labor organization currently acting as their bargaining representative, whether the representative has been certified or voluntarily recognized by the employer. This is called a decertification election." [Emphasis added.]

In other words, you (as an employee) have the right to kick the union out of your workplace and the NLRB is there to protect you.

Here are some things that are illegal that neither a union, nor a company can do:

  • Threatening loss of jobs or benefits by an employer or a union.
  • Promising or granting promotions, pay raises, or other benefits, to influence an employee’s vote by a party capable of carrying out such promises.
  • An employer firing employees to discourage or encourage union activitiy or a union causing them to be fired to encourage union activity.
  • Making campaign speeches to assembled groups of employees on company time within the 24-hour period before the election.
  • Incitement by either an employer or a union of racial or religious prejudice by inflammatory appeals.
  • Threatening physical force or violence to employees by a union or an employer to influence their votes. 

  1. Sec. 7. [§ 157.] "Employees shall have the right to self-organization, to form, join, or assist labor organizations, to bargain collectively through representatives of their own choosing, and to engage in other concerted activities for the purpose of collective bargaining or other mutual aid or protection, and shall also have the right to refrain from any or all of such activities except to the extent that such right may be affected by an agreement requiring membership in a labor organization as a condition of employment as authorized in section 8(a)(3) [section 158(a)(3) of this title]."

What this means:


  1. click here to determine which nlrb office is nearest you.


Giving Employees the Tools to Achive Workplace Freedom from Unwanted Unions

Enacted in 1935, the National Labor Relations Act (NLRA) gives employees the right to engage to be unionized or not be unionized. When the law was enacted, Congress empowered an independent agency called the National Labor Relations Board (NLRB) to enforce the law.  

One of the cornerstones of the Act are what are referred to as employees' Section 7 Rights.

These rights apply to nearly every employee working for an employer in the private-sector (except for airlines and railroads) that has two or more employees and engages in interstate commerce. 

More importantly, Section 7 Rights apply to both unionized and union-free employees. In other words, even union-free employees have rights under the law.

Employees' Section 7 Rights are as follows: