union campaigns prove sensitive for supervisory employees.

UNFAIR labor practices; LABOR laws; EMPLOYEE rules; LIE detectors & detection; BOMB threats; NATIONAL Labor Relations Act (U.S.)

This article discusses the sensitivity of union issues for employees in supervisory or managerial positions. It highlights a case where a company engaged in unfair labor practices during a union organizing campaign. The company threatened employees, changed workplace rules to discourage union activity, falsely accused the union of a bomb threat, discharged an employee involved in union activity, and refused to allow striking employees to return to work. The National Labor Relations Board (NLRB) determined that these actions violated federal labor laws and ordered the company to reinstate the discharged employees and provide them with lost pay, seniority, and benefits. The Sixth Circuit Court of Appeals upheld the NLRB's decision. The article also briefly mentions other topics such as work-related suicide and the use of lie detectors in the workplace. [Extracted from the article]

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