DO'S

Management and Supervisory employees should (preferably in consultation with Human Resources):

1. Encourage employees to understand their rights under the law and to exercise those rights, including the right to vote.

2. State factual information pertaining to the collective bargaining law.

3. Continue to enforce workplace rules impartially and in accordance with customary practice.

4. Treat evenhandedly all employee organizations that seek to represent employees.

5. Give straightforward information concerning the company's policies (do not guess). If you do not know an answer direct the employee to Human Resources or let the employee know you will find the answer.

DON'TS

1. Promise or grant employees any benefit or special favor if they stay out of the union or vote against it.

2. Threaten employees with loss of benefits or jobs or withdraw benefits or use intimidating language that would influence employees in the exercise of their right to belong to a union or refrain from doing so.

3. Threaten or take action such as discipline or layoff employees because of their union activities.

4. Conduct surveillance of union meetings, or encourage employees to do so.

5. Ask employees to report on union activities.

6. Question employees about their feelings or opinions about the union, their union activities or the union activities of other employees.

7. Ask employees whether they signed a union authorization card or petition or whether they intend to vote against a union.

8. Call employees into the office for the purposes of talking about the union, or go to employees' homes for that purpose.

9. Favor one union over another in any matter (for example providing access to employees).