Resisting Unions does not place employers out of reach to litigation and fair labor practices.

The NLRA: Key Issues For All Employers (This is from a PDF on the net) This was decided as far back as 2008.

No Union, No Problem...But Is It? The NLRA's Impact on Non-Union Employers1

National Employment Law Council

April 26, 2013

Dean Burrell, Gary Harrison-Ducros, Darren Jones, Samantha Martinez

It used to be that non-union employers paid little attention to the National Labor Relations Act, thinking it had no applicability to the non-union workplace. However, through a number of decisions, enforcement actions, and guidance documents, the National Labor Relations Board reminded management during the first Obama administration that the law applies to all workplaces, whether unionized or not. This article summarizes the most important labor law issues of the last year that are applicable to all employers....

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NLRB Office of the General Counsel Authorizes Complaints against Walmart, Also Finds No Merit to Other Charges (click here)

The National Labor Relations Board Office of the General Counsel has investigated charges alleging that Walmart violated the rights of its employees as a result of activities surrounding employee protests. The Office of the General Counsel found merit in some of the charges and no merit in others. The Office of the General Counsel has authorized complaints on alleged violations of the National Labor Relations Act. If the parties cannot reach settlements in these cases, complaints will issue.

The Office of the General Counsel found merit to alleged violations of the National Labor Relations Act against Walmart, such as the following:

• During two national television news broadcasts and in statements to employees at Walmart stores in California and Texas, Walmart unlawfully threatened employees with reprisal if they engaged in strikes and protests on November 22, 2012.
• Walmart stores in California, Colorado, Florida, Illinois, Kentucky, Louisiana, Maryland, Massachusetts, Minnesota, North Carolina, Ohio, Texas and Washington unlawfully threatened, disciplined, and/or terminated employees for having engaged in legally protected strikes and protests.
• Walmart stores in California, Florida, Missouri and Texas unlawfully threatened, surveilled, disciplined, and/or terminated employees in anticipation of or in response to employees’ other protected concerted activities.

The Office of the General Counsel found no merit, absent appeal, to alleged violations of the National Labor Relations Act against Walmart, such as the following:

• Walmart stores in Illinois and Texas did not interfere with their employees’ right to strike by telling large groups of non-employee protestors to move from Walmart’s property to public property, pursuant to a lawful Solicitation and Distribution policy, where the groups contained only a small number of employees who either did not seek to stay on Walmart’s property or were permitted to remain without non-employee protesters.
• Walmart stores in California and Washington did not unlawfully change work schedules, disparately apply their policies, or otherwise coerce employees in retaliation for their exercise of statutory rights.

The National Labor Relations Act guarantees the right of private sector employees to act together to try to improve their wages and working conditions with or without a union.