## Document 1: Supervisor Shift-Meeting Script Thanks for being here. I have a short update from Halcyon and then time for questions. First, Halcyon’s preference. Halcyon believes we work best when we can talk directly with each other, and it prefers to remain union-free. That is our opinion. The decision is yours. You are free to support the union or oppose it, to sign a card or not, to attend meetings or not, and to vote either way. Halcyon will not retaliate against anyone for any of those choices. I am not asking you how you intend to vote or who has signed a card. Second, the cost-of-living increase. Some of you may have heard about a cost-of-living adjustment. The board approved it three months before this organizing campaign began, and implementation is scheduled next month. It will go into effect as planned. It is not tied to the union, and it will not be changed because of the election. I am not announcing any other raise as part of this election, and no one should promise you one. Third, bargaining. If the union is certified, Halcyon will bargain in good faith with the union over wages, hours, and working conditions. Bargaining is a negotiation. No outcome is guaranteed. I cannot promise you that every current term will stay the same, and I will not predict that you will automatically lose anything. Existing wages, benefits, and policies are the starting point for discussions, but the result depends on negotiation. Fourth, dues and strikes. The union’s published monthly dues are [insert amount]. Check the union’s current constitution or bylaws because dues can change. If a strike ever happened, Halcyon would not pay employees for time not worked. No strike is happening now. Under union rules, employees decide whether to strike if a strike is called. I am not telling you to strike or not to strike. Striking is a legal right, and you should weigh any financial effects carefully. Fifth, workplace rules. We will continue to enforce lawful, neutral rules. We will not single out union talk. If employees can discuss sports or charities in the cafeteria during breaks, they can discuss the union there. In work areas during working time, we can keep employees on task if we enforce the same rule for all subjects. If you are unsure whether a rule applies, ask Labor Counsel. Sixth, concerns. If anyone tells me they feel pressured, threatened, or retaliated against, I will take it seriously. I will not investigate the person’s union views. I will preserve any note or message and report it to Labor Counsel or HR. No one will be punished for bringing a concern forward. Finally, if you have a legal question or want more detail, I will route it to [Labor Counsel/HR]. I will not guess. My job today is to give you accurate information and to make clear that the decision is yours and Halcyon will follow the law. Any questions? ## Document 2: Prohibited-Conduct Guide ### Unlawful Proposed Statements and Actions **1. “If the union gets in, corporate may move this work to our southern plant and this facility could close.”** **Why it is unlawful:** This is a threat or prediction about closure and job loss that is not supported by objective facts outside Halcyon’s control. It suggests retaliation if employees choose the union. **Instead say/do:** “I will not speculate about the plant closing or work moving. If a union is certified, Halcyon will bargain in good faith. I don’t know the answer to operational questions like that, and I will not guess.” --- **2. “Ask your teams who signed cards so we know where the misinformation started.”** **Why it is unlawful:** This asks supervisors to interrogate employees about protected activity: who signed cards, who supports the union, or how they intend to vote. **Instead say/do:** Do not ask who signed cards, who attends union meetings, who supports the union, or how anyone will vote. If an employee volunteers that information, say: “You don’t need to tell me. The choice is yours.” Do not write down names, do not report individual sentiments, and do not create lists. Correct misinformation generally if asked, but do not investigate who started it. --- **3. “Tell them we are considering a $2 hourly increase, but only if we can stay union-free.”** **Why it is unlawful:** This is a promise of a raise to induce employees to reject the union. **Instead say/do:** Do not announce or hint at any pay increase connected to the election. Use only this language: “The only wage adjustment I am authorized to discuss is the cost-of-living increase approved by the board before this campaign. It will be implemented next month as planned. No additional raise is being offered because of the union.” --- **4. “Have security photograph cars at the union meeting in case outside agitators damage property.”** **Why it is unlawful:** Photographing cars at a union meeting is surveillance, and it creates the impression that the employer is monitoring union activity. **Instead say/do:** Do not photograph, video, follow, or monitor union meetings or attendees. Do not ask security to do so. If there is a specific, documented threat to property, contact Labor Counsel or HR before taking any security step. Security may not be directed at union activity. --- **5. “Stop employees from discussing the union in the cafeteria, even though employees discuss sports and charities there.”** **Why it is unlawful:** This singles out union discussion for special restriction while allowing other non-work topics. It is selective enforcement against protected activity. **Instead say/do:** Do not single out union talk. Enforce only neutral rules that apply to all subjects alike. In break areas and during non-work time, allow union discussion if other topics are allowed. In work areas during working time, enforce work-time or no-solicitation rules only if they apply to every type of non-work discussion. When in doubt, ask Labor Counsel before acting. --- ### Lawful Proposed Statements and Approved Language **6. “Explain that bargaining starts from the current contract and outcomes are negotiated, not guaranteed.”** **Use with caution.** This is permissible only if accurate and not misleading. If there is no union contract, do not say “contract.” It may suggest a legal guarantee that does not exist. **Instead say:** “If the union is certified, Halcyon will bargain in good faith. Outcomes are not guaranteed. I cannot promise that current terms will stay the same, and I will not predict that you will automatically lose anything. Existing wages, benefits, and policies are the starting point for discussion, but the result depends on negotiation.” --- **7. “State the union’s published dues accurately and explain that a strike can mean lost wages, while making clear that employees decide whether to strike under union rules.”** **This is lawful if accurate and nonthreatening.** **Use this language:** “The union’s published dues are [amount as of date]. Check union rules for possible changes. If a strike occurs, Halcyon will not pay employees for time not worked. Whether to strike is a decision employees make under union rules. Striking is a legal right.” Do not state that employees will be fired, replaced, or punished for striking. --- **8. “Tell employees they may support or oppose the union and that Halcyon will not retaliate.”** **This is lawful and encouraged.** **Use this language:** “You may support or oppose the union. Halcyon will not retaliate against anyone for exercising that choice.” --- ### Additional Required Instructions **Voluntary employee comments:** You may listen if an employee voluntarily offers an opinion about the union. Do not ask follow-up questions like “Why do you think that?” or “Who else feels that way?” Say only: “You don’t need to tell me. The choice is yours.” Do not write down their name, do not report their views to other supervisors, and do not use the information for any employment decision. **Complaints of retaliation or coercion:** If an employee says they were threatened, pressured, disciplined, or retaliated against because of union activity: - Stop and listen. - Say: “I am sorry. I am required to get this to Labor Counsel/HR. You are protected for reporting this.” - Do not ask about the employee’s union views, whether they signed a card, how they voted, or what meetings they attended. - Do not investigate. - Preserve any written message, email, voicemail, or other evidence. If the complaint is oral, write only the date, time, and what the employee told you. Do not add your opinions. - Report the complaint to Labor Counsel or HR immediately.