We need answer user. Need draft assignment in final form. Need comply? We can produce final. Need include supervisor script no more than 700 words and prohibited-conduct guide identifying every unlawful proposed statement/action, with compliant substitute/instruction. Need address threats, interrogation, promises, surveillance, selective enforcement, voluntary comments, escalation, preservation. Need not merely label; give language. We need be careful about legal and practical. Fictional State Marris rules. Need draft final talking points. Need determine all unlawful proposed statements/actions. Let's parse facts. Management proposed:

1 "If union gets in, corporate may move this work to southern plant and facility could close." Unlawful? Under rule 2 unsupported statement plant close/work move/jobs disappear is threat. But wording "may" + "could" unsupported, no objective facts. Rule 2 permits prediction based on objective facts outside employer control and no retaliation. No such facts given. Need compliant: if wants discuss, can only if have objective, documented facts? Since no facts, substitute: omit prediction. Can say "We cannot predict what bargaining will bring, and I’m not going to speculate about closure or moves." Maybe "decisions about future operations will be based on business conditions, not made as threats." Need be cautious: "business conditions" could imply? But no threat. Need not state objective facts if none. "If you have questions about our operations, direct to..." Hmm.

2 "Ask your teams who signed cards so we know where misinformation started." Unlawful interrogation per rule 3 asking signed cards/identify support. Need substitute: don't ask, don't investigate. If employees volunteer concerns, listen? Rule 4 voluntary; no solicit/list/report. Need "I can't ask you who signed a card or how anyone feels. If you have a complaint, tell me generally; I'll pass it to HR/labor counsel."

3 "Tell them we are considering a $2 hourly increase, but only if we can stay union-free." Unlawful promise/benefit to induce rejection. Substitute: no promise of increase. For preplanned cost-of-living increase, can mention implementation scheduled next month? Need discuss under script. Need ensure no linking to union. "The COLA was approved by the board in [date] before campaign, will be implemented as planned regardless of union." Need avoid "only if union-free." Compliant substitute: "We are not promising any pay changes in connection with the campaign. A preplanned COLA approved before this campaign will be paid as scheduled. No other wage increase is being offered because of the election."

4 "Have security photograph cars at union meeting in case outside agitators damage property." Unlawful surveillance/ photographing at union meetings/protected gatherings, creates impression. Substitute: no photographing, no parking lot surveillance of union meeting; if security needed for property? Need perhaps "If there is specific evidence of a threat to property, contact labor counsel; do not photograph union activity." Need instruction: "Do not photograph, follow, or monitor union meetings or participants. Security may not be stationed for that purpose. If there is a legitimate safety/security concern, call HR/Labor Counsel and let them evaluate."

5 "Stop employees from discussing the union in cafeteria, even though employees discuss sports and charities there." Unlawful selective enforcement: no union talk restriction if non-work areas/break times? Under rule 7 neutral solicitation/attendance/safety/work-time rules may be enforced consistently. Cafeteria during nonwork time likely protected? Need can enforce neutral solicitation rules; maybe "if you maintain no-solicitation rules for all non-work solicitation in work areas; cafeteria?" Need fact says employees discuss sports/charities. "Stop employees from discussing union" in cafeteria while allowing other discussions = unlawful. Substitute: "Do not single out union talk. Existing neutral rules—same for all topics—may be enforced consistently during working time/in production areas. Cafeteria/break times are not to be restricted unless the same rule applies uniformly to all non-work solicitation and is lawful under state law." Need maybe "If you see union discussion during actual work time in work areas where solicitation/distribution is prohibited for all topics, you may apply that rule. Otherwise leave them alone."

6 "Explain that bargaining starts from current contract and outcomes are negotiated, not guaranteed." This proposed statement seems lawful per rule 8? "accurately describe bargaining... existing terms if identifies uncertainty and does not claim automatically lose." Need we can include in script. But note if union wins, no current contract? "current contract" maybe existing terms? Need "Bargaining starts from where we are? Actually under NLRA no legal obligation to start from current contract? In unionized facility, bargaining starts from notice? The phrase "bargaining starts from current contract" may be inaccurate if current contract maybe existing collective agreement? Facts: 240 production employees, union seeking. Are they currently nonunion? Existing terms maybe handbook? "current contract" likely no union contract? Maybe management proposal says "bargaining starts from the current contract" not necessarily unlawful but could be misleading if no current CBA? Need maybe avoid saying "starts from current contract" because if no contract? But rule 8 allows accurately describe bargaining, existing terms if identifies uncertainty. Better script: "If a union is certified, Halcyon would bargain in good faith over terms. We cannot guarantee outcomes. Existing wages, benefits, and policies would remain? Actually need be careful: law? Employer can say existing benefits may be subject to bargaining; cannot say automatically lose. Need "Nothing is guaranteed through bargaining; but don't claim automatic loss or gain." We can use: "We can't promise you'll keep every current term and we can't predict changes. The company will negotiate in good faith." Does that conflict with "existing terms"? The user rule 8 says "accurately describe bargaining, dues, initiation fees, strikes, and existing terms if it identifies uncertainty and does not claim that employees will automatically lose existing benefits." Need "existing terms" means can state existing terms accurately, with uncertainty, not claim automatic loss. Maybe not "bargaining starts from current contract" unless accurate; "bargaining begins with the company's current wages, benefits, and policies as the factual starting point" maybe? Hmm.

Need script no more than 700 words. This is the bulk. Need include all lawful topics. Need final talking points for supervisors. Need "final form" likely script and guide.

Need identify all unlawful proposed statements/actions. Need maybe "have security photograph cars" not just "photographing cars at union meeting"; photographing vehicles in public? Rule 6 prohibits at union meetings/protected gatherings; photographing cars at meeting likely surveillance. Substitute: no photos, don't attend, don't create impression. If legitimate property damage: use neutral security? Need careful "could call security if there is actual property damage or immediate threat, but not to observe union activity."

Need "Stop employees from discussing union in cafeteria" — need identify as selective enforcement and maybe violation of voluntary comments? Rule 4? We'll address. Substitute: apply neutral rules uniformly. Need perhaps "Employee discussion of union in cafeteria on break is protected; don't prohibit."

Need "Tell them we are considering $2 hourly increase, but only if we can stay union-free" — this is both promise of benefit and threat? It promises raises if union-free; also "union-free" condition. Need substitute: mention only preplanned COLA, no other increase. Need "Do not say 'considering $2 increase' unless implemented independent of campaign? But no facts; no need."

Need "Ask your teams who signed cards..." — Interrogation. Substitute: don't ask; listen voluntarily? Need "If someone volunteers, you may listen but do not ask follow-ups or report names. Tell them they don't need to tell you." Rule 4 requires no soliciting, no lists, no adverse report. Need include in guide.

Need "If union gets in, corporate may move work... facility could close." Unlawful threat. Substitute: "We do not make predictions about closure or relocation. I cannot tell you how bargaining will turn out. Halcyon will bargain in good faith." But is "we do not make predictions" okay? Yes. Need maybe "If you hear that from others, please direct to labor counsel"? Hmm maybe no.

Need "Explain that bargaining starts from current contract and outcomes are negotiated, not guaranteed." This seems permitted? But is it "unlawful proposed statement or action"? The facts include this among management proposed statements; not necessarily unlawful? Assignment says prohibited-conduct guide identifies every unlawful proposed statement or action; we must list every "unlawful proposed statement or action" only. The first six? Wait list includes:
* "If the union gets in..." unlawful.
* "Ask your teams..." unlawful.
* "Tell them considering $2..." unlawful.
* "Have security photograph..." unlawful.
* "Stop employees..." unlawful.
* "Explain that bargaining starts from current contract..." maybe lawful, perhaps include as "lawful and okay" in script, not prohibited guide? Need not identify as unlawful. But maybe there is nuance: "bargaining starts from the current contract" could be unlawful? Let's analyze.

In U.S. labor law, an employer can say that "we will negotiate in good faith" but cannot promise to "start from current contract"? Actually if a union is certified, legal duty to bargain but no obligation to agree to any particular proposal; status quo during negotiation? Current terms remain? Under NLRA, an employer must maintain status quo while negotiations if mandatory subject? There is "bargaining from status quo" maybe. The rule 8 permits "accurately describe bargaining, dues, initiation fees, strikes, and existing terms if it identifies uncertainty and does not claim that employees will automatically lose existing benefits." So if management accurately says "bargaining starts from current contract" and outcomes not guaranteed, it may be OK. But in a first contract campaign, "current contract" may not exist; could mislead employees into thinking there is a union contract. Need maybe avoid "starts from current contract" if no existing collective contract. The facts say "existing terms" maybe not contract? "current contract" maybe company has? Hmm.

The assignment says "Management has proposed these statements and actions ..." includes "Explain that bargaining starts from the current contract and outcomes are negotiated, not guaranteed." They ask "prohibited-conduct guide identifies every unlawful proposed statement or action in the facts" and "Do not merely label conduct unlawful; give supervisors language they can use instead." We need in guide perhaps for each proposed statement/action, but if lawful, say "Permissible—can be used with the following language." But they said "every unlawful proposed statement or action"; not necessary to include lawful? But perhaps because they ask "documents must address ..." and need "clear substitutes for statements management has proposed." We can include all proposed items, marking lawful and substitutes. That would satisfy "every unlawful" and all proposed. Need decide.

Potential prohibited issue: "Explain that bargaining starts from current contract" might be inaccurate or unlawful if it implies current nonunion terms are a "contract" that cannot change? Also the wording "outcomes are negotiated, not guaranteed" is lawful if identifies uncertainty. But the statement "bargaining starts from current contract" under rule 8 maybe "existing terms" if accurate; if no contract, not. Let's parse: "An employer may accurately describe bargaining, dues, initiation fees, strikes, and existing terms if it identifies uncertainty and does not claim that employees will automatically lose existing benefits." So "current contract" maybe "existing terms" not "contract." The proposed statement as written "bargaining starts from the current contract" might be a misstatement of law: an employer is not required to "start from" current contract; it must bargain in good faith but can seek changes. But "outcomes are negotiated, not guaranteed" softens. Is it an "unlawful proposed statement"? Perhaps only if misleading. The user facts include "existing terms" separately. Hmm.

Need maybe in prohibited guide: For #6, "Lawful if accurately phrased: Do not say 'starts from current contract' as a guarantee or legal requirement. Instead: 'If a union is certified, Halcyon will bargain in good faith. Bargaining outcomes are not guaranteed. Existing wages, benefits, and policies are the starting point for discussions but can change only through bargaining/consistent with law.'" But if "existing terms" can change? Need under NLRA, terms may change after impasse, etc. But in campaign, can say "We cannot guarantee that existing terms will remain; but we also don't predict automatic loss." Hmm.

Need perhaps "accurate description of bargaining" and "existing terms if identifies uncertainty and not automatically lose." We can create script.

Need understand "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 seems lawful under rule 8 and 9. Need include in script perhaps "We can tell you the union's published dues are [X] per month, but verify? Need no documents maybe. We can say accurately state dues and no more. Strike lost wages: can explain "A strike means you may not be paid; employees decide whether to strike under union rules; no one is required to strike" But is this threat? If accurate and not retaliatory. Need include caveat "You should not talk about wages lost due to a strike? Hmm." Need "identifying uncertainty" for dues? "Published dues are accurate as of [date]; they may change under union constitution." Need "strikes can mean lost wages" is a statement of obvious consequence; but if made as threat? Could be considered threat? The rule says may accurately describe strikes; if states uncertainty and doesn't threaten. Include "It is your choice, and none of us can predict whether there will be a strike. A strike means the employer doesn't pay wages for days not worked." Also "under union rules, employees decide whether to strike." Good.

Need "Tell employees they may support or oppose union and Halcyon will not retaliate." Lawful; include in script. "Retaliation is prohibited" rule 9. Need maybe "If you believe retaliation occurred, tell supervisor; supervisor's duty." In script? We need "nonretaliation." Maybe include "The law prohibits retaliation. If anyone feels pressured or retaliated against, tell me or HR/Labor Counsel. I will not blame you; I'm required to report." But in script, perhaps "We will not retaliate; I can’t discuss individual support." Need avoid "please report to me" if that solicits complaints? It's okay? Actually supervisors need escalate complaints. We can say "If you have a concern about retaliation, contact..." Need not ask about union views. Maybe "I have a duty to report any complaint to labor counsel; I won't investigate."

Need "supervisor script" not over 700 words. We need keep under. Need maybe headings? The "script" should be final talking points. We can make it around 550-650. Need no more than 700. Count words carefully. Need use exact language.

Need "prohibited-conduct guide" maybe not subject to word limit? User didn't give word limit for guide. But okay.

Need include "threats, interrogation, promises, surveillance, selective rule enforcement, voluntary employee comments, escalation of complaints, preservation." We can organize by topic. Need "preservation" of complaint about retaliation/coercion. In guide: If employee complains of retaliation/coercion: "Thank you for telling me. I’m required to make sure this is reviewed. I’m going to contact [Labor Counsel/HR]. I won't ask about your union views." Then "Preserve written/voice evidence, do not alter/destroy, send to attorney/HR, not investigate." Need not "investigate employee's union views." Need avoid "Do not ask how they voted/signed/attended." Need "Listen voluntarily offered comments" in guide: if employees volunteer card status to supervisor, can they? Rule 4 says supervisors may listen to voluntarily offered views but must not solicit them, create lists, report individual sentiments for adverse use. But if employee tells "I signed a card" or "I support", what should supervisor do? The rule says may listen, but must not create lists/report individual sentiments for adverse use. Could simply say "I hear you; it's your choice." Do not record. But if complaint or evidence of coercion? Need report? Need "If an employee volunteers information and later complains? Hmm."

Need include "Supervisors may not ask how employee will vote, who signed, who attends, what coworkers support." This is rule 3. The proposed #2 asks "who signed cards"; substitute. Need "What if employee volunteers? You may listen, but don't ask follow-up questions, don't report names, don't write down. You may say: 'You don't need to tell me. Whatever you choose is protected.' If the employee insists on telling you something about their views, you may listen but you must not use it or record it; do not share with other supervisors/employees. If they mention a potential legal problem, preserve and escalate." Need maybe "If employee volunteers identity, can supervisor later be asked by employer? Must not report individual sentiments for adverse use. But what if management asks for list? supervisor must refuse." Good.

Need "selective rules" including cafeteria. Need "You can enforce neutral no-solicitation rules during work time if all non-work solicitation is prohibited and rule is not aimed at union. But you cannot prohibit union talk in cafeteria while sports/charities are allowed." Need phrase "During working time in work areas, keep employees working; do not enforce any rule solely because the subject is union." Actually under law, employees may discuss union during breaks? In break rooms/cafeteria. Need maybe "non-work areas" at non-work time. Need not be overly restrictive; use examples.

Need "Do not create impression of surveillance" include not only photographing cars but "don't take down license plate numbers, don't watch union hall, don't use security." Need substitute: "If you have a legitimate safety/security concern unrelated to union activity, contact Labor Counsel before any security measure."

Need "Threats": include "No predictions about closure/moving/jobs unless corporate provides objective facts; here it did not." If asked by employees: "I can't predict. I will not speculate." Maybe "Halcyon's position is that the decision will be made by the company based on business needs; it is not tied to your choice." Hmm.

Need "Promise of benefits": include "No extra raises or benefits because of union." "The preplanned COLA will occur; it was not based on union campaign; if asked, say exactly that." Need maybe "Do not say 'we would like to give you more but the union blocks it'? Not in facts." "Do not say 'if union loses, maybe $2' etc."

Need "Preplanned cost-of-living increase" in script. Need be mindful: Rule 5 says employer may continue previously planned benefits if documents decided independently. Board minutes document. Script should mention "Some of you may have heard about a cost-of-living adjustment. It was approved by Halcyon's board on [date], three months before the union petition, and is already scheduled for next month. That means it will go into effect as planned. It is not something we are offering because of the union and it will not change based on the election." Wait, if it was scheduled before campaign but implementation next month, can the employer announce during campaign? Yes if independently planned and documented. Need maybe "No additional raise is being promised." Good.

Need "Bargaining" in script: "If the union wins, Halcyon will be required to bargain in good faith with the union about wages, hours, and terms and conditions. Bargaining is a process; neither side is required to agree to a proposal and no one can guarantee the outcome. I am not going to promise that current benefits will stay the same or automatically disappear. Current terms remain in effect while negotiations? Hmm legal maybe not necessarily; but state rule says not claim automatically lose. Better say "If the union is certified, the company must bargain in good faith. Outcomes are not guaranteed. I cannot promise that current terms will stay the same, and I cannot predict they will automatically change." Hmm "current terms remain in effect" maybe not legally required? But in the context of a first contract, the current nonunion terms would continue until changed. Is that true? Employer could change terms before contract? During organizing, generally must maintain status quo? But maybe not. We can avoid. Need "existing wages, benefits, and schedules are the starting point" maybe okay. But "bargaining starts from current contract" not needed.

Need "Bargaining, dues, strikes" in script:
- Dues: "The union has published regular dues of [x]. I am not asking anyone to pay them; that's a decision for later if the union is certified. Under federal and state law, unions can also charge initiation fees and may have rules, but that is set by union and may change by union process." Need "accurate" not overly detailed. We can state "We can verify from the union's public filings; if you want exact numbers, ask [Labor Counsel]." But we don't know actual. Need "State the union's published dues accurately." We can use placeholders: "[insert accurate amount from current published union documents]." But final talking points should be usable maybe include placeholder. Need not invent. Use "The union’s published monthly dues are $[amount]." But since not given, placeholder is acceptable? We can say "$[amount from union’s published materials]." But assignment likely expects drafting legal standards, not actual data. Use "[amount]".

- Strike: "If there is a strike, Halcyon does not pay employees for time not worked. Whether to strike is a decision employees make under the union's rules and under the law. I can't tell you to strike or not to strike, and Halcyon cannot retaliate against you for exercising your rights." Is "no one must strike" okay? The law allows replacements? Not needed. Need "employees decide whether to strike" per fact. Good.

- Employee choice: "You are free to support or oppose the union; both are protected choices. Halcyon will not retaliate. I am not asking how you feel or how you intend to vote. This is your decision." Need perhaps "No one should pressure you either way" though employer can express preference? The script may state "Halcyon prefers to remain union-free" but no threat/promise. Need include company preference maybe? User asked "Halcyon's preference" in script. We can state "Halcyon believes it is in its interest and employees' interests to work directly together and prefers not to have a union, but your decision is yours." Is that lawful under rule 1. Need include carefully. If "prefer union-free" is not threat? Yes.

Need "nonretaliation": "We will not retaliate against anyone for supporting the union, opposing it, signing a card, attending a meeting, or raising concerns. Retaliation violates policy and law. If you believe it has happened, contact [Labor Counsel/HR hotline]." Need "I won't ask you about your union views."

Need "escalation of complaints" in script maybe "If anyone says they feel threatened or retaliated against, I will stop and report it to labor counsel. I won't try to fix it myself or ask about union views." Good.

Need "supervisor script of no more than 700 words" — maybe use bullet scripts? Need count. But "script" can be bullet speaking points. Need perhaps "Read the following aloud" with headers. We must ensure no more than 700 words. Let's draft and count approximate.

Need maybe include "If you receive questions I can't answer, direct to [Labor Counsel]." Good. Need "No need to answer legal questions." Rule 9.

Let's formulate final. Need maybe "Supervisor Script" with intro "Supervisors should deliver in their own words." Need "These words are approved..." Need maybe "If asked any question not covered, say: 'That's a good question; I don't want to guess. Let me get the correct answer from Labor Counsel.'" Good.

Let's draft script. Try word count around 650. Let's compose:

"Thanks for being here. I have a short update from Halcyon and then time for your questions.

First, company preference. Halcyon believes we work best when we can talk directly with each other, and it prefers that we remain union-free. That is a lawful opinion. But the choice is yours. You are free to support or oppose the union, to sign a card or not, to attend meetings or not, and to vote either way. No one will be retaliated against for any of those choices. I will not ask you how you intend to vote or who has signed a card, and I expect everyone to respect each other's decisions.

Second, the cost-of-living increase. You may have heard about a $ cost-of-living adjustment. It was approved by the board three months before the union campaign began, and implementation is scheduled next month. It will go into effect as planned. It is not tied to the union, and I am not announcing any other raise. Do not expect a $2 increase or any special benefit as a result of this election; 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 can’t promise you that every current term will remain the same, and I won’t predict that you will automatically lose anything. Existing wages, benefits, and policies are where things would start, but the result depends on negotiation.

Fourth, dues and strikes. The union has published dues; the amount is [amount]. You should check with the union for its current constitution and by-laws because those numbers can change. If a strike ever happened, you would not be paid for time not worked. No strike is happening now. Under union rules, employees—not Halcyon and not a supervisor—decide whether to strike if a strike is called. You should weigh any lost wages carefully; a strike can be costly. But I am not threatening anyone and it is your legal right to strike if you choose.

Fifth, rules. We will keep enforcing lawful, neutral workplace rules. But we will not single out union talk. If employees can talk about sports or charity in the cafeteria on break, they can talk about the union there. In work areas during work time, we can keep people on task if we enforce the same rule for all topics. If you are not sure whether a rule applies, stop and 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/HR so it can be handled properly. I am not allowed to punish people for bringing concerns forward.

Finally, if you have a legal question or want more detail about anything I just said, I’ll route it to [Labor Counsel/HR]. I’m not going to guess. My job today is to give you accurate information and make sure you understand that the decision is yours and Halcyon will follow the law. Are there any questions I can answer?" Need no questions? Actually supervisors may listen to voluntary questions; avoid soliciting union sentiment. Good.

Need maybe "attending meetings" phrase "attend meetings or not" could be employee union meetings; okay. But "No retaliation" and "not allowed to punish bringing concerns" Good.

Need maybe include "preference" and "nonretaliation" enough.

Need maybe "Do not expect a $2 increase" Is that okay? It may be beneficial? Yes.

Need word count maybe 550. Good.

Need prohibited-conduct guide. Need maybe format:

"Proposed Conduct | Why It Violates | Compliant Substitute/Instruction"

Need include all six? Let's maybe include "Every proposed item" with status. We'll identify unlawful.

Let's make a table-like list, but avoid too verbose. Need "identifies every unlawful proposed statement or action in the facts." We can list:

1. "If the union gets in, corporate may move work ... facility could close."
- Violates: threat/prediction without objective facts; suggests retaliation for organizing.
- Substitute: "I am not going to speculate about moving or closing. Halcyon will bargain in good faith if a union is certified. If you hear a rumor about jobs moving, I can't confirm it; please direct facility questions to [President/Labor Counsel]." Maybe "we can't make predictions."

2. "Ask your teams who signed cards..."
- Violates: interrogation; asking about cards/support; creates basis for adverse use.
- Substitute: "Do not ask. If someone volunteers a card/support, say, 'You don't need to tell me. The choice is yours.' Do not list names or report to anyone. If the employee has a concern, report the concern without names unless necessary."

3. "$2 hourly increase only if stay union-free"
- Violates: promise of benefit to induce rejection; conditional on union-free.
- Substitute: "No new wage increase in connection with election. Preplanned COLA is board-approved and will be implemented next month regardless of union. Do not mention any proposed $2 increase."

4. "Security photograph cars at union meeting..."
- Violates: surveillance/impression at protected gathering; photographing cars in area.
- Substitute: "No photos/videos/observations/logging of license plates at union meetings or gatherings. If there is a specific threat of property damage, contact Labor Counsel/HR before any security action; do not direct security based on union activity."

5. "Stop employees discussing union in cafeteria..."
- Violates: selective rule enforcement; union discussion singled out; protected in nonwork area during break.
- Substitute: "Apply neutral rules uniformly. Cafeteria/break areas: allow union talk if other topics are allowed. Work time/work areas: enforce only rules that apply to all non-work solicitation and all subjects. If uncertain, ask Labor Counsel."

6. "Bargaining starts from current contract..."
- If lawful? Need in guide maybe "Potentially lawful if accurate; do not state as guarantee. Substitute: 'If certified, Halcyon will bargain in good faith. Outcomes are not guaranteed. I cannot promise current terms will stay the same or automatically disappear.'" But is this "unlawful"? Could list as "Not on its face unlawful, but use carefully." Since guide "every unlawful proposed" doesn't need; but include to "clear substitutes." Need maybe "If the current terms are accurately described as a starting point, you may say ..." Not unlawful. We can label "Permissible with caution."

7. Dues/strike statement - Permissible with language. Include maybe "If accurate and nonthreatening, can use." Need maybe not in unlawful list. But maybe to avoid missing "lawful statements management proposed" perhaps include "Lawful proposed statements: #7/#8? and #6 with caveats."

Need address all proposed statements/actions. The instruction: "The documents must address threats, interrogation, promises, surveillance, selective rule enforcement, voluntary employee comments, escalation of complaints, and preservation." The prohibited-conduct guide can include a separate "Additional instructions" for each.

Need "voluntary employee comments": guide after table:
"Voluntary employee comments: If an employee volunteers sentiments: You may say, 'Thanks for telling me. You don’t have to. Whatever you choose is protected.' Then do not create a list, do not notify other supervisors, and do not use the information to discipline or reward. If the volunteer statement includes a complaint of coercion or retaliation, preserve and escalate."

Need "Escalation and preservation":
"If an employee complains or tells supervisor about retaliation/coercion:
- Stop and listen.
- Do not ask about union views, cards, votes, or meeting attendance.
- Do not try to investigate.
- Preserve all evidence: note time/date, keep original message, do not alter/delete.
- Report immediately to Labor Counsel/HR.
- Continue to say: 'I’m required to get this to the right people. You have not done anything wrong by telling me.'"

Need "No retaliation" maybe.

Need maybe in guide include "Photographing cars at union meeting" plus "security" no. "Following/monitoring" prohibited. Need "no creating impression." Good.

Need "selective enforcement" includes "cafeteria" and "neutral solicitation, attendance, safety, work-time rules may be enforced consistently." Need "If you maintain a no-solicitation/no-distribution rule that already covers all non-work solicitations in all areas during working time, apply it uniformly. If you don't, do not create a new rule now just for union." But "no-solicitation" rule could restrict union in work areas, not cafeteria. Need nuanced.

Let's think labor law: Under NLRA, employer may maintain no-solicitation rule if it prohibits solicitation by employees during working time and for all types; may prohibit distribution in work areas; but cannot ban solicitation during nonwork time in nonwork areas. The cafeteria is nonwork area; employees on breaks can solicit. The facts: "employees discuss sports and charities there" suggests they allow nonwork solicitation. Thus selective. Need state.

Need "Neutral solicitation, attendance, safety, work-time rules may be enforced consistently. Selective enforcement against union activity prohibited." We can say "If a rule is neutral and consistently applied, it may be enforced. If the only time you invoke it is union-related, stop."

Need "compliant substitute for unlawful proposed action"—we need "for each unlawful proposed statement or action." We can have "Instead say/do." Good.

Need maybe "Do not mention the $2 hourly increase" in script? We included "Do not expect a $2 increase" maybe okay. But in substitute, "do not mention any proposed $2 increase." Need maybe "If employees ask about rumors, say 'I have no information about a $2 increase. The only increase I know about is the preplanned COLA.'" Hmm. If "I have no information about a $2 increase" is truthful? The management was considering? Actually facts say management proposed "Tell them we are considering..." — maybe supervisors know? But legally, don't discuss. If employee asks, maybe "The company is not offering a $2 increase; I'm not aware of any such proposal connected to this election." But if considering? Need no. We can say "We are not considering a union-related wage increase." Is that truthful? The president proposed to consider but not necessarily approved. Hmm. In guide: "Do not say the company is 'considering' a $2 increase or tie any pay change to union-free status. If asked, respond: 'The only wage adjustment I am authorized to discuss is the preplanned cost-of-living increase scheduled for next month.'" Good.

Need "Bargaining starts from current contract" in script? I already included "existing wages, benefits, and policies are where things would start" maybe maybe. Need not say "current contract".

Need "accurately describe existing terms" "outcomes negotiated, not guaranteed" Need "I can’t promise current terms remain same, won’t predict automatic loss." Good.

Potential issue: The script says "Halcyon believes we work best when we can talk directly with each other, and it prefers that we remain union-free." Is "prefers union-free" a permissible expression of views? Under rule 1 yes. But "we work best when..." maybe can be considered "opinion" no threat/promise. Fine.

Potential issue: "If a strike ever happened, you would not be paid for time not worked" Is that accurate for all strikes? If union strike, employees are not paid by employer, yes. Need maybe "during a strike" no pay. Good.

Potential issue: "I won't predict you will automatically lose anything. Existing wages, benefits, and policies are where things would start" Could be interpreted as promise that existing terms start? Actually okay. Need maybe "The result depends on negotiation." Good.

Potential issue: "No one will be retaliated against for any of those choices." Is this a promise? It is statement of nonretaliation, permitted. Good.

Potential issue: "I expect everyone to respect each other's decisions." Does that imply no campaigning? Hmm okay. Might be seen as discouraging union? Not likely, but not necessary. Could omit "respect" if not. But it's okay.

Need maybe "I will not ask you how you intend to vote or who has signed a card, and I expect everyone to respect each other's decisions." Could an employer say "I expect everyone to respect decisions" perhaps a request for no advocacy? It could be a directive not to discuss union? Hmm. Not ideal. Better replace with "I am not asking..." Only. But the script might "I will not ask..." Good. Need not "everyone respect." Let's remove. But perhaps it's okay. We'll keep language safer.

Need maybe include "Halcyon will not retaliate against anyone for supporting the union, opposing it, signing a card, attending a meeting, or raising concerns." Good.

Need maybe "No one will be retaliated" might be promise of "nonretaliation" okay.

Need "questions" after script? The assignment "supervisor script" likely final talking points, not necessarily Q&A. But if "Are there any questions?" It could solicit employee questions; okay. Need if an employee says "I'm concerned" etc, address.

Need maybe word count of script. Let's count approximate. Need no more than 700. I can count manually. But final can include "Supervisor Script" plus prohibited guide; word limit maybe only script. Need script below 700. Let's refine and count.

Script draft:

"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 campaign began, and it is scheduled to be implemented 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, 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 [amount]. You should check the union’s current constitution or bylaws because dues can change. If a strike ever happened, you would not be paid 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 threatening anyone; striking is a legal right. You should consider the 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, 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 send 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?"

Need count. Let's count by paragraphs words.

P1: Thanks(1) for2 being3 here4. I5 have6 a7 short8 update9 from10 Halcyon11 and12 then13 time14 for15 questions16. => 16 words? Actually "Thanks for being here. I have a short update from Halcyon and then time for questions." 16.

P2: First, Halcyon’s preference. Halcyon believes we work best when we can talk directly with each other, and it prefers to remain union-free. Let's count: First1 Halcyon's2 preference3 Halcyon4 believes5 we6 work7 best8 when9 we10 can11 talk12 directly13 with14 each15 other16 and17 it18 prefers19 to20 remain21 union-free22. That23 is24 our25 opinion26. The27 decision28 is29 yours30. You31 are32 free33 to34 support35 the36 union37 or38 oppose39 it40, to41 sign42 a43 card44 or45 not46, to47 attend48 meetings49 or50 not51, and52 to53 vote54 either55 way56. Halcyon57 will58 not59 retaliate60 against61 anyone62 for63 any64 of65 those66 choices67. I68 am69 not70 asking71 you72 how73 you74 intend75 to76 vote77 or78 who79 has80 signed81 a82 card83. Count 83. Good.

P3: 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 campaign began, and it is scheduled to be implemented 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, and no one should promise you one. Count: Second1 the2 cost-of-living3 increase4 Some5 of6 you7 may8 have9 heard10 about11 a12 cost-of-living13 adjustment14 The15 board16 approved17 it18 three19 months20 before21 this22 campaign23 began24 and25 it26 is27 scheduled28 to29 be30 implemented31 next32 month33 It34 will35 go36 into37 effect38 as39 planned40 It41 is42 not43 tied44 to45 the46 union47 and48 it49 will50 not51 be52 changed53 because54 of55 the56 election57 I58 am59 not60 announcing61 any62 other63 raise64 and65 no66 one67 should68 promise69 you70 one71. 71. Good.

P4: 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. Count: Third1 bargaining2 If3 the4 union5 is6 certified7 Halcyon8 will9 bargain10 in11 good12 faith13 with14 the15 union16 over17 wages18 hours19 and20 working21 conditions22 Bargaining23 is24 a25 negotiation26 No27 outcome28 is29 guaranteed30 I31 cannot32 promise33 you34 that35 every36 current37 term38 will39 stay40 the41 same42 and43 I44 will45 not46 predict47 that48 you49 will50 automatically51 lose52 anything53 Existing54 wages55 benefits56 and57 policies58 are59 the60 starting61 point62 for63 discussions64 but65 the66 result67 depends68 on69 negotiation70. 70.

P5: Fourth, dues and strikes. The union’s published monthly dues are [amount]. You should check the union’s current constitution or bylaws because dues can change. If a strike ever happened, you would not be paid 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 threatening anyone; striking is a legal right. You should consider the financial effects carefully. Count: Fourth1 dues2 and3 strikes4 The5 union's6 published7 monthly8 dues9 are10 amount11 You12 should13 check14 the15 union's16 current17 constitution18 or19 bylaws20 because21 dues22 can23 change24 If25 a26 strike27 ever28 happened29 you30 would31 not32 be33 paid34 for35 time36 not37 worked38 No39 strike40 is41 happening42 now43 Under44 union45 rules46 employees47 decide48 whether49 to50 strike51 if52 a53 strike54 is55 called56 I57 am58 not59 threatening60 anyone61 striking62 is63 a64 legal65 right66 You67 should68 consider69 the70 financial71 effects72 carefully73. 73.

P6: 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, ask Labor Counsel. Count: Fifth1 workplace2 rules3 We4 will5 continue6 to7 enforce8 lawful9 neutral10 rules11 We12 will13 not14 single15 out16 union17 talk18 If19 employees20 can21 discuss22 sports23 or24 charities25 in26 the27 cafeteria28 during29 breaks30 they31 can32 discuss33 the34 union35 there36 In37 work38 areas39 during40 working41 time42 we43 can44 keep45 employees46 on47 task48 if49 we50 enforce51 the52 same53 rule54 for55 all56 subjects57 If58 you59 are60 unsure61 ask62 Labor63 Counsel64. 64.

P7: 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. Count: Sixth1 concerns2 If3 anyone4 tells5 me6 they7 feel8 pressured9 threatened10 or11 retaliated12 against13 I14 will15 take16 it17 seriously18 I19 will20 not21 investigate22 the23 person's24 union25 views26 I27 will28 preserve29 any30 note31 or32 message33 and34 report35 it36 to37 Labor38 Counsel39 or40 HR41 No42 one43 will44 be45 punished46 for47 bringing48 a49 concern50 forward51. 51.

P8: Finally, if you have a legal question or want more detail, I will send 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? Count: Finally1 if2 you3 have4 a5 legal6 question7 or8 want9 more10 detail11 I12 will13 send14 it15 to16 Labor17 Counsel/HR18 I19 will20 not21 guess22 My23 job24 today25 is26 to27 give28 you29 accurate30 information31 and32 to33 make34 clear35 that36 the37 decision38 is39 yours40 and41 Halcyon42 will43 follow44 the45 law46 Any47 questions48. Total: 16+83+71+70+73+64+51+48 = 476? Let's add: 16+83=99; +71=170; +70=240; +73=313; +64=377; +51=428; +48=476. Actually plus maybe titles? Script words under 500. Great.

Need maybe "P1" includes "I have a short update..." Good.

Need maybe include "meetings" in script "attend union meetings or not" okay. We might be cautious: "to attend meetings or not" could refer to union meetings; okay.

Need perhaps "Halcyon believes we work best when we can talk directly with each other, and it prefers to remain union-free" if "we work best when direct" may be considered an opinion but not threat/promise. Fine.

Need "I am not announcing any other raise, and no one should promise you one." Does this itself maybe "no one should promise you one" is okay. Need maybe "No one should promise you one" might be interpreted as "don't make promises." Good.

Need "Existing wages, benefits, and policies are the starting point for discussions"—Is this legally accurate? In a workplace, yes maybe. But if a union is certified, the employer's duty to bargain "with respect to wages, hours, and other terms and conditions of employment" and must maintain status quo? Yes.

Need "Under union rules, employees decide whether to strike if a strike is called." This is fact. Good.

Need "striking is a legal right" Good.

Need "if you are unsure, ask Labor Counsel." Good.

Now prohibited-conduct guide. Need structure:

"Prohibited-Conduct Guide" — "Use with script. If someone proposes one of these, stop and use substitute."

Could use a table with columns: "Unlawful Proposal" | "Why" | "Instead". But with multiple items and extra instructions. Need "all unlawful proposed statement/action" maybe list 5 unlawful. Also include "Permissible but must be careful" maybe. Let's decide final.

Maybe "Unlawful proposed statement or action" table:
1. "The plant could close/move if union gets in" — threat/prediction without objective facts.
2. "Ask teams who signed cards" — interrogation.
3. "Tell them we are considering $2 hourly increase only if union-free" — promise of benefit.
4. "Have security photograph cars at union meeting" — surveillance.
5. "Stop discussing union in cafeteria" — selective enforcement.
Then "Other proposed statements: use as follows" maybe:
6. "Bargaining starts from current contract..." — "lawful if carefully phrased; say: 'Halcyon will bargain in good faith...'"
7. "Dues/strike..." — "lawful if accurate..."
8. "Support/oppose no retaliation" — "lawful; say..."
Need maybe "Every unlawful" enough. But "clear substitutes for statements management has proposed" could include all 8. We'll include all 8 but distinguish "Unlawful" and "Lawful with modifications."

Need maybe need "Do not merely label conduct unlawful; give supervisors language they can use instead." So table will provide language.

Need maybe "threats" includes "unsupported statement plant close" but the company's president directed "corporate may move work... facility could close." "Objective facts outside control" maybe if the company's corporate headquarters? But no facts. We can't say "corporate may move" unless objective facts. Need substitute "We are not making predictions about closures or moves."

Need "Interrogation" includes "ask who signed cards ... misinformation started." The "so we know where misinformation started" is not just interrogation but perhaps investigation. Need substitute: "If someone tells you false information, correct it accurately. Don't ask who started it. If a rumor raises a legal concern, report to Labor Counsel, not investigate." Maybe include.

Need "Promise" "only if stay union-free" maybe also threat (if union wins, no raise). We identify.

Need "Surveillance" includes "photograph cars at union meeting" and "outside agitators damage property." Need "if there is actual threat, contact Labor Counsel before any security measure." Good.

Need "Selective enforcement" "Stop employees from discussing union in cafeteria, even though sports/charities." Good.

Need "Bargaining starts from current contract" maybe if used "outcomes not guaranteed" no, not unlawful, but need "if the company has no collective agreement, don't call it a 'contract'; that can mislead." We'll word: "This statement is permissible only if it is accurate and not used to imply a legal guarantee. Say: 'If a union is certified, Halcyon will bargain in good faith. Outcomes are not guaranteed. I cannot promise that current terms will stay the same or automatically disappear.'" Do not say "bargaining starts from current contract" as a legal rule. Good.

Need "Dues and strikes" in guide: "Lawful if you: state only the union's published dues at the time of speaking, note amounts can change under union rules; describe strike consequence as lost wages and that employees decide; don't state employees will be fired/replaced/benefits lost. Use: 'The union’s published dues are [amount]. Dues can change. If a strike occurs, employees are not paid for time not worked. Whether to strike is a decision employees make under union rules.'"

Need "Support/oppose no retaliation" in guide: "Lawful; use: 'You may support or oppose the union. Halcyon will not retaliate against anyone.'"

Need "Voluntary employee comments" maybe as "If an employee volunteers information after you deliver the script: do not ask follow-up questions; do not report names; do not maintain lists. Say: 'You don't need to tell me. The choice is yours.' If they insist on telling, listen without encouraging. If they make a complaint, escalate and preserve." This addresses rule 4.

Need "Escalation and preservation" maybe include:
- "If you receive a complaint about retaliation or coercion, do not investigate. Say: 'I’m sorry. I’m going to make sure the right people hear this. I can’t ask about your union views.'"
- "Preserve: write down exact words after? Hmm if you immediately write down exact words, that is creating a document. But preservation requires preserving the complaint, not necessarily create notes. If the complaint is oral, supervisors need to prepare a written report? Need "do not alter/destroy"; "document only what is necessary to preserve the complaint: date/time/statement, not the employee's union views; send to labor counsel/HR." But if they create a note, okay. Need "Do not keep a separate list of employee union sentiments." Important.

Let's consider "preservation" requirement: "A supervisor who receives a complaint about retaliation or coercion must preserve it and report it to labor counsel or human resources, not investigate the employee's union views." So in guide:
"DO: Preserve any written complaint, note, voicemail, or other evidence; if oral, write down only the date, time, and what the employee said about the complaint. DO NOT: ask about union views or add opinions about the employee. Report the same day to Labor Counsel/HR."

Need "no adverse use" of voluntary sentiments. "Do not report individual sentiments for adverse use" maybe supervisors can report if employee volunteers a complaint not union support. Distinguish:
- If an employee voluntarily says "I support the union" without a complaint, do not report names.
- If the employee says "My supervisor threatened me for supporting the union," you must preserve and report the complaint, but not just "Sam supports union." The complaint includes reference to support? Need maybe "Report the complaint, not the employee's support, except as necessary to describe the complaint." Good.

Need maybe "What if employee volunteers "I signed a card" and later asks "Can you get me a job transfer"? not relevant. No lists.

Need "Prohibited conduct guide identifies every unlawful proposed statement or action in the facts" maybe we need include "selective rule enforcement" as a "proposed action" #5. Good.

Need maybe "management action: 'Have security photograph cars at union meeting in case outside agitators damage property.'" If security photographs cars at meeting, not necessarily "union meeting" if public lot? Rule says prohibited. Good.

Need perhaps "Neutral solicitation, attendance, safety, work-time rules may be enforced consistently" includes "attendance" maybe if employees miss work to attend union meeting? Rule 7; no need. But if applying no-fault attendance, can discipline for unexcused absence if all absences treated same. Need maybe we can mention in guide under selective enforcement: "Attendance: enforce neutral call-in rules. Do not create exceptions or penalties based on union activity." Good.

Need "No photographing/following/monitoring or creating impression" include "Do not stand outside meeting locations; don't ask third parties to watch." Good.

Need maybe "supervisors may not ask how an employee will vote, who signed an authorization card, who attends meetings, or what coworkers support." We should include in guide. Maybe "No polling, no suggestion that others have signed, no 'What do you think about the union?'"

Need perhaps "An employer may express views, arguments, and opinions" script includes. Good.

Need maybe "preplanned COLA" in script "board approved it three months before campaign" but if the actual board minutes are contemporaneous, okay. Need maybe "documented in board minutes" in guide or script? The supervisor may mention "approved by board" but not necessarily "documented in board minutes." In script "The board approved it three months before this campaign began" good. Need if asked "How do I know?" maybe "there are board minutes." Maybe include in script: "It was approved by the board three months before the campaign and is documented in board minutes." Good? Need perhaps "documented in board minutes" sounds legalistic. Add? Could say "It was approved by the board three months before this campaign began, before the union petition, and the minutes of that meeting show it." Need maybe too wordy. Good. But our word count okay; perhaps add "before the union petition" to script to reinforce. Need include "not tied to union" enough. Maybe final script P3: "The board approved it three months before this campaign began..." okay.

Need maybe "Halcyon's preference" in script and "the decision is yours" enough.

Potential issue: In script "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." If a complaint is about coercion, the supervisor saying "No one will be punished" is okay. Need "I will preserve" perhaps "I will make sure it's preserved" better. If the complaint is oral and no note/message, supervisor may write it? But "I will preserve any note or message" not "create note." Fine.

Need maybe "I will send it to [Labor Counsel/HR]" if legal question; "I will not guess." Good.

Need now think if "script of no more than 700 words" includes headings? We can count headings? Not necessary. But if in final answer "Supervisor Script" maybe not counted? likely okay. But "no more than 700 words" maybe includes script text. We are under.

Need maybe "final form" means no explanatory intro except "Document 1" maybe. But final can be concise.

Need maybe "Halcyon Toolworks" maybe in final header. Good.

Need maybe "State of Marris labor rules" maybe not mention? We can. Maybe "Supervisor Talking Points for Shift Meetings" and "Prohibited-Conduct Guide."

Need perhaps "Supervisors need final talking points for meetings tomorrow, plus clear substitutes..." So final answer should not say "I can't" because user asks drafting. We produce.

Need maybe "Do not merely label conduct unlawful; give supervisors language they can use instead." In guide table, need language. Good.

Let's draft final answer.

But before final, let's think through legal nuances more. The "union seeking to represent 240 production employees; election in three weeks." There is "current contract" maybe not. Under NLRA, employer may make "prophecy" if based on "objective fact" and not threat. But "corporate may move work to southern plant" includes "corporate" outside employer's control? Actually corporate parent is same employer? "outside employer's control"? In law, an employer can say "if union comes in, the plant may move" if it can point to objective facts e.g., high labor costs caused relocation. But "corporate may move" unsupported "could close" is threat. Good.

Need "Ask your teams who signed cards so we know where misinformation started" is especially egregious; no.

Need "Tell them we are considering a $2 hourly increase, but only if we can stay union-free" — even "considering" might be not a promise? It is a promise if conditional. Good.

Need "Have security photograph cars at union meeting in case outside agitators damage property" — if the union meeting is on company property? Could be? Facts "union meeting" maybe away. Rule says "Photographing, following, monitoring, or creating impression at union meetings" no matter. Good.

Need "Stop employees from discussing union in cafeteria, even though employees discuss sports and charities there" — This is not necessarily "solicitation"; if there is a valid "no solicitation" rule, discussion of union in break areas? The law prohibits no-solicitation rules that apply to nonwork time? Under NLRA, employees have right to solicit on nonworking time and distribute in nonworking areas; "discussion" is protected. A cafeteria during breaks is nonwork area; banning only union is unlawful. Good.

Need "Explain that bargaining starts from the current contract and outcomes are negotiated, not guaranteed." Under rule 8, maybe "bargaining starts from current contract" might be misleading if no contract. We will guide: "Do not characterize the existing handbook as a 'contract' or imply the employer is legally required to start from it." Good.

Need "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." Need "initiation fees" maybe user's assignment says "dues, initiation fees" but fact only dues. Need perhaps in guide include "union's published dues" no initiation? The question governing law includes initiation fees; assignment asks "dues, strikes..." maybe script mentions dues only. It says "bargaining, dues, strikes, preplanned cost-of-living increase, employee choice, nonretaliation" — not "initiation fees." We can mention dues only. But "dues, initiation fees, strikes" in rule 8. Need perhaps "state only accurate dues/initiation fees" but if no actual data, use placeholder. Maybe script "The union's published dues are [amount], and its initiation fee is [amount] if applicable." But not in facts. Should we include "initiation fee" to address rule? It says "accurately describe bargaining, dues, initiation fees, strikes, and existing terms" — could include. The assignment specifically says "supervisor script... stating what supervisors may lawfully say about ... bargaining, dues, strikes..." not initiation fee. But prohibited guide maybe mention. We can include "dues/initiation fees" in guide: "If you state dues or initiation fees, use only the union's published numbers and note they can change." Need no actual.

Need "The union’s published monthly dues are [amount]" — if dues not monthly? Could be weekly? The user says "published dues accurately" no actual. Use placeholder "[amount] per [period]."

Need "Existing wages, benefits, and policies are the starting point for discussions" — If the company has "current contract" maybe no union; the phrase "existing wages, benefits, and policies" works for nonunion. Good.

Need "No one will be retaliated" Maybe if someone already retaliated? script says "No one will be" but a false promise if not guaranteed? Better "Halcyon will not retaliate" not "No one will." We can say "Retaliation is prohibited." Good.

Need "Supervisor script no more than 700 words" maybe should include "If employees ask about the election process, direct to..." No need.

Need "The decision is yours" not "vote yes/no" maybe okay.

Need maybe "Do not ask questions" after script? "Any questions?" solicits questions, not voting. Fine.

Need maybe "The union can change dues? You should check current constitution." If the union's published dues are known, okay. "Amounts can change" is not claiming automatic increase. Good.

Need maybe "strike can mean lost wages" — "If a strike ever happened, you would not be paid for time not worked" is a definitive statement, not "could." It's factual. Does "would not be paid" risk being "threat"? It is a legal fact. Good.

Need "Strike is legal right" to balance.

Need "I am not threatening anyone; striking is a legal right" maybe perhaps says "striking" not "the strike" okay.

Need "employees decide whether to strike if a strike is called" — Under union rules and labor law, in some situations union leadership calls strike, members vote. Fine.

Need "Preplanned COLA" "will go into effect as planned" – If the union election could change? No, okay. Need "not tied to union." Good.

Need "If you have legal questions, route to [Labor Counsel/HR]" – This is directive to supervisors? Actually script says employees can ask supervisor and supervisor will route. Good.

Need "Prohibited Conduct Guide" perhaps include "All unlawful proposals at a glance" table. Need maybe "unlawful proposed action" "Compliant substitute" not "why" too much. But user asked "identifies every unlawful proposed statement or action" and "do not merely label conduct unlawful." We can combine.

Let's craft final with two documents.

Potential final structure:

```
Document 1: Supervisor Script
[Script as above]

Document 2: Prohibited-Conduct Guide
For each proposed management statement/action:
1. Prediction of closure/move
   Unlawful because: ...
   Instead say: ...
...
Additional required instructions:
- Voluntary employee comments ...
- Complaint escalation and preservation ...
```

Need "Prohibited-Conduct Guide" "identifies every unlawful proposed statement or action in the facts" — if table only includes five, "every" okay. But there are "Bargaining starts from current contract" maybe not unlawful, "dues/strikes" lawful, "support/oppose no retaliation" lawful. To be thorough, include "Proposed statement/action—status." Could title "Rulings on Each Proposed Statement/Action." Let's make a table with "Proposal" and "Rule/Substitute." It can say "UNLAWFUL—replace" or "PERMISSIBLE—use as modified." The user specifically: "identifies every unlawful proposed statement or action" — if table includes all proposals, clear.

Let's draft table entries:

A. "If the union gets in, corporate may move this work to our southern plant and this facility could close."
- Status: Unlawful threat/prediction without objective facts.
- 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. If you have specific questions about operations, I will route them to [Labor Counsel/HR]."

Need maybe "If you hear that from management" no. Good.

B. "Ask your teams who signed cards so we know where the misinformation started."
- Unlawful interrogation and solicitation of protected information.
- Instead say/do: "Do not ask who signed cards, who attends meetings, who supports the union, or how anyone will vote. If employees volunteer that information, say: 'You don't need to tell me. The choice is yours.' Do not write names down or report individual sentiments. Correct misinformation generally if asked, without investigating who started it."

Good.

C. "$2 hourly increase, but only if we can stay union-free."
- Unlawful promise of benefit conditional on rejecting union.
- Instead say/do: "Do not announce or hint at any raise in connection with election. Use only: 'The only wage adjustment I am authorized to discuss is the COLA approved by the board before this campaign; it will be implemented next month as planned. No additional raise is being promised because of the union.'"

Need "preplanned cost-of-living increase" maybe in guide.

D. "Have security photograph cars at union meeting..."
- Unlawful surveillance/impression.
- 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, notify Labor Counsel/HR before any security step. Property damage concerns will be addressed through normal, non-union-specific security only."

Need "normal, non-union-specific security" okay.

E. "Stop employees from discussing union in cafeteria, even though employees discuss sports and charities."
- Unlawful selective enforcement.
- Instead say/do: "Do not single out union talk. Enforce only neutral rules in effect before the campaign and apply them to all topics alike. In break areas/non-work time, allow protected discussion on the same basis as other topics. In work areas/work time, enforce no-solicitation/work-time rules only if they apply to every type of non-work discussion. If unsure, ask Labor Counsel."

Need "not enforce no-solicitation if not in effect." Good.

F. "Explain that bargaining starts from current contract and outcomes negotiated, not guaranteed."
- Permissible with caution.
- Instead say/do: "Do not say 'contract' if none exists or imply a legal requirement to start from current terms. Say: 'If a union is certified, Halcyon will bargain in good faith. Outcomes are not guaranteed. I cannot promise current terms will stay the same or automatically disappear. Existing wages, benefits, and policies are the starting point for discussions, but the result depends on negotiation.'"

Need "existing terms" maybe "current terms" okay.

G. "State union's published dues accurately and explain strike can mean lost wages; employees decide whether to strike."
- Permissible if accurate and nonthreatening.
- Instead say/do: "Use: 'The union’s published dues/initiation fee are [amount] as of [date]; they can change under union rules. If a strike occurs, employees will not be paid for days not worked. Whether to strike is a decision employees make under union rules.' Do not say the company will replace, fire, or penalize strikers."

H. "Tell employees they may support or oppose union and Halcyon will not retaliate."
- Permissible and encouraged.
- Instead say/do: Use script language.

Need maybe "Voluntary employee comments" after table. Let's draft.

Then "Additional Required Instructions" with bullets:
- "Voluntary employee comments: If an employee voluntarily offers a view about the union, do not solicit it. You may acknowledge: 'Thanks; it's your choice.' Do not ask follow-up questions, do not keep lists, do not report the employee's name or sentiment to anyone. This includes not using the information to decide who gets overtime, assignments, discipline, etc." Good.

- "Selective enforcement/neutral rules: No new rule aimed at union. If an existing rule is neutral and consistently applied, okay. If not, don't enforce. Cafeteria and break time: no prohibition on union discussion if other subjects are allowed. Attendance/safety/work-time: all employees same."

- "Escalation and preservation: If employee complains of retaliation/coercion:
  1. Stop and listen.
  2. Say: 'I am sorry that happened. I'm going to get this to Labor Counsel/HR; you are protected for reporting.'
  3. Do not ask about union views, cards, votes, or meetings.
  4. Do not investigate.
  5. Preserve any written or electronic message; if oral, write only date/time and what the employee told you, not opinions.
  6. Report same day to Labor Counsel/HR."
Need "same day" maybe okay.

Need "No retaliation for reporting" maybe.

Need maybe "Do not create lists" "Do not use voluntary info adverse" addresses adverse use. Good.

Need maybe "If employee complains, preserving it is not reporting union sentiments." Good.

Need maybe "No photographing etc." in table.

Now, could there be an issue with "Tell employees they may support or oppose union and Halcyon will not retaliate" - The script says "Halcyon will not retaliate against anyone for any of those choices" and guide says encouraged. Good.

Need perhaps "If an employee asks 'What do you think about the union?'" We are not required but can express preference? Supervisors may express opinion but not interrogate. Should we include in script? "I prefer company remain union-free" enough. But if employee asks "Do you support union?" Supervisor could say "I believe working directly is better." No threat. Not necessary.

Need perhaps "No threat of reprisal or promise of benefit" in script. Good.

Need maybe "supervisor may state that retaliation is prohibited, direct legal questions to designated contact" in script and guide. Good.

Need perhaps "preservation" not in assignment? It says "escalation of complaints, and preservation." We included.

Potential issue: Prohibited-conduct guide item C says "tell them we are considering a $2 hourly increase" maybe "considering" not definitely a promise. But conditional "only if union-free" is clearly a promise. Good.

Potential issue: "State the union's published dues accurately" — Is employer allowed to state dues? Yes. But can employer say "dues can change under union rules" but "union's published dues" might include initiation fee and assessments. Good.

Potential issue: "existing terms if identifies uncertainty and does not claim automatically lose" — We say "I cannot promise every current term will stay same, and I won't predict automatic loss." Good.

Potential issue: "bargaining starts from current contract" — The state law says "An employer may accurately describe bargaining, dues, initiation fees, strikes, and existing terms..." If "current contract" refers to "existing terms," okay. We will not label unlawful. Good.

Need maybe "lawful to say 'outcomes are negotiated, not guaranteed'" — in script yes.

Need maybe "No one should promise you one" in script could be interpreted by supervisors as "there is no raise" but okay.

Need maybe "I am not announcing any other raise" — but what about future raises? "Any other raise" could be read as "in future no raises" but "in connection with union" implied. To avoid false statement, say "I am not announcing any other raise as part of this election." Good. In script P3 currently "I am not announcing any other raise, and no one should promise you one." This could be misconstrued as no future raises ever. But context "cost-of-living" and union. Adjust: "I am not announcing any other raise as part of this election, and no one should promise you one." Need word count slight. Similarly in guide. Good.

Also in script P2 "The board approved it three months before this campaign began" but could say "before this campaign began" not "before the union petition" exactly; in facts "three months before organizing campaign" yes. "The board approved it three months before this organizing campaign began, and implementation is scheduled next month." Good. In script "It was approved by the board three months before this campaign began, before the union petition, and is scheduled to be implemented next month." Need not.

Need maybe "campaign" might be too broad. Use "organizing campaign" for precision. But no need.

Need maybe "Halcyon believes we work best when we can talk directly with each other" — if "directly" could imply no union, okay. If "we work best" maybe not. Fine.

Need maybe "You are free to support the union or oppose it, to sign a card or not, to attend meetings or not" — Should supervisors avoid telling employees "attend meetings" because union meetings? It is protected right. Good.

Need maybe "Any questions?" Could produce questions such as "What do you think about union?" The supervisor should not ask employees but can answer. Fine.

Need maybe "Final talking points" include "do not say 'I cannot discuss union'" no.

Need perhaps "supervisors may not ask how employee will vote, who signed an authorization card, who attends meetings, or what coworkers support." Guide table includes. Good.

Need perhaps "selective enforcement against union activity prohibited" and "Neutral solicitation, attendance, safety, work-time rules may be enforced consistently" — Our guide item E covers discussion; maybe not attendance/safety. Maybe in additional instructions include "For attendance/safety/work-time rules, apply as written to all employees; do not change the rule or enforcement because of union activity. For example, if an unexcused absence policy is normally enforced, enforce it; do not create an exception because an employee was at a union meeting, and do not discipline more harshly because of union activity." Should include? The assignment says "selective rule enforcement" broadly. We can include in guide after table.

Need maybe "voluntary employee comments" enough.

Need maybe "No photo/follow/monitor" and "create impression" — in guide table D.

Need maybe "Escalation of complaints" and "Preservation" in guide.

Need perhaps "Do not investigate" and "preserve and report" — in guide.

Let's think about "prohibited-conduct guide" word count maybe could be quite long. That's fine.

Need maybe "supervisor script no more than 700 words" — in final, if script plus headings around 500 words, okay. But final answer overall not subject? likely okay. Need maybe if they want final documents only, no extra analysis. We'll provide final.

Let's maybe final answer:

```
Document 1: Supervisor Shift-Meeting Script

[Script]

Document 2: Prohibited-Conduct Guide

Rulings on the Proposed Statements/Actions

1. ... 
...
Additional Rules Every Supervisor Must Follow
...
```

Need "final form" maybe not "Draft" but okay.

Let's ensure "prohibited-conduct guide" includes "language they can use instead" not "do not." We can use "Instead say" but it's also instruction. Good.

Let's write table maybe:

```
1. Plant closure/move statement
Unlawful. It is a threat/prediction not based on objective facts.
Instead: "I will not speculate about the plant closing or work moving. If a union is certified, Halcyon will bargain in good faith. I will route specific operational questions to [Labor Counsel/HR]."
```

But is saying "I will route specific operational questions to [Labor Counsel/HR]" correct? Legal questions, not operational. Maybe "operational/facility questions" to President? Hmm. Supervisors don't need answer operations. Use "I don't know; I won't guess." Good.

Need "objective facts outside employer's control" If management has objective facts, it might be legal. But facts say no. The substitute "I will not speculate" safe. If corporate later provides documented facts, maybe a statement can be legal, but not here. Need "Do not make this statement unless Labor Counsel provides written objective facts." Might be better. In guide, "If Labor Counsel later gives you written, objective facts, only then may you speak from that memo. Otherwise, use the substitute." Hmm. But user wants supervisors final. We can include "Do not use this statement." Good.

Need "misinformation started" maybe in guide. Need "correct misinformation generally if asked, without investigating who started it." Good.

Need "Security" might include "do not ask security to provide security at union meeting" because that itself may create impression? If a union meeting is at a facility? Not relevant. We can say "Do not direct security to union meeting locations for observation." Good.

Need "selective rule enforcement" maybe "if employees discuss sports/charities in cafeteria, union discussion must be allowed." Good.

Need "Bargaining starts from current contract" if the current "contract" is "current collective bargaining agreement"? If no union, no contract. But if there is a contract with another union? No, union is seeking. The facts say "current contract" perhaps there is a current contract at southern plant? Actually "Explain that bargaining starts from the current contract" — maybe "current contract" could refer to "current employment contract" not CBA. To avoid misstatement, say "If there is a current collective bargaining agreement, do not claim bargaining must start there. Bargaining is over initial proposals." Better.

Let's maybe include in prohibited guide item F:
"Status: Permissible only if it does not misstate the law. The phrase 'starts from the current contract' can mislead if there is no union contract. It suggests a legal baseline that may not exist."
"Use instead: 'If a union is certified, Halcyon will bargain in good faith. No outcome is guaranteed. I will not promise that current terms stay the same, and I will not predict you'll automatically lose anything. Existing wages, benefits, and policies are the starting point for discussions, but the result depends on negotiation.'"

Need maybe "lawful to say 'outcomes negotiated not guaranteed'" — yes.

Need "State union's published dues accurately..." item G:
"Permissible if accurate; use only confirmed figures, not rumors. Do not say the union will impose dues or that all employees must pay dues regardless of state law; Marris rule says accurately describe dues and identify uncertainty. Also do not threaten reprisal for strike; state lost wages and employee choice." Good.
Need maybe "dues may change under union rules" maybe accurate. Good.

Need "support/oppose no retaliation" item H:
"Permissible; use script section first." No additional.

Need "Additional instructions" maybe include "voluntary employee comments" and "complaint escalation/preservation" maybe after table. Need ensure "do not create lists" etc.

Let's refine final answer with not too much legal jargon.

Need perhaps mention "if an employee volunteers their views, do not report individual sentiments for adverse use." In additional instructions:
"Voluntary employee comments:
- You may listen if an employee voluntarily starts talking about the union.
- Do not ask questions like 'Why do you think that?', 'Who else feels that way?', 'Did you go to the meeting?', or 'How would you vote?'
- Say: 'You don't need to tell me. The choice is yours.'
- Do not write down names, do not text/email supervisors about the employee's views, do not make lists.
- This protects both the employee and Halcyon."

Need "escalation and preservation" maybe:
"Complaints of retaliation or coercion:
- If an employee tells you they were threatened, disciplined, or retaliated against because of union activity, stop and listen.
- Do not ask whether they support the union or who else was involved? You may need to know who else? But "not investigate" includes not asking about union views; can ask minimal facts about complaint? The rule says not investigate employee's union views. To preserve, we need know what happened. But don't ask about union views. "Who else" maybe could be investigation. Use "Do not investigate. Limit questions to what is necessary to understand the complaint? Hmm. We can say "Do not investigate the facts or the employee's union views." But if someone says "I was retaliated against" need ask "What happened?" Maybe that's a minimal investigation? The rule says not investigate the employee's union views; not forbidden to gather immediate info. But "must preserve and report, not investigate" is in facts. Better: "Do not investigate; ask only 'Are you willing to tell Labor Counsel/HR what happened?'"? Hmm.

Need phrase: "Do not ask about union views, cards, votes, or meetings. Do not interview witnesses or try to resolve it. Preserve and report." Good.

Need "If oral, make a written record of the exact words? But if "not investigate" maybe okay to write down. Need "write only what the employee said and the date/time; do not add your opinion." Good.

Need maybe "report same day to Labor Counsel/HR" maybe okay.

Potential issue: "No one will be punished for bringing a concern forward" in script maybe overpromise? Better "Retaliation for raising a concern is prohibited." In script P7 currently "No one will be punished for bringing a concern forward." This is basically same. Good.

Need maybe "We will not retaliate against anyone for any of those choices" if employee feels a supervisor did retaliate? The company could be liable? But statement is okay. If retaliation already occurred, false. Facts no. Good.

Need maybe "No threat of reprisal" includes "Halcyon will not retaliate" no.

Let's finalize.

But perhaps the answer should not include "I will not guess" because supervisors might need to answer "Will current wages stay same?" The script says "I cannot promise..." okay.

Let's perhaps include in script "We will not single out union talk" and "If employees can discuss sports or charities in cafeteria during breaks" — but what about "charities" could be solicitation (charitable solicitations) and "sports" not solicitation. The fact "discuss" not "solicit" so okay. We don't want to permit all solicitation. The script uses "discuss" not "solicit." Good.

Need maybe in guide under selective enforcement: "Do not apply no-solicitation to union if you allow charitable solicitation." Good.

Need maybe "voluntary employee comments" in script? Not necessary; guide.

Need maybe "Supervisor script no more than 700 words" — It might be okay. We should maybe not include "time for questions" if supervisors not supposed to answer legal questions? But can route. Good.

Need maybe "State the union's published dues accurately" — in script placeholder "[amount]" maybe maybe not enough. But no actual data in prompt. We can say "the union’s published monthly dues are [insert amount from the union’s most recent public filing]" maybe too wordy. In script "The union’s published monthly dues are [amount]" okay. If actual unknown, placeholder. Need maybe "If you do not have exact amount, do not state a number; direct to Labor Counsel." The guide? We can add "Use only confirmed figures from union publication; if not confirmed, say: 'I don’t have the current figure; I can get it to you.'" But "I can get it" maybe not good? Let's include in guide item G: "If you do not have the confirmed amount, do not guess; say 'I don’t have that number verified; [Labor Counsel/HR] can help.'" Good.

Need maybe "strike lost wages" "employees decide whether to strike under union rules" — Could mention "not paid because you are not working" rather than "lost wages" perhaps. Good.

Need maybe "Dues and initiation fees" in script maybe "publication" placeholder:
"The union’s published dues are [amount]. Its initiation fee, if any, is [amount]." If not known, not. Hmm.

Maybe include in script:
"The union’s published monthly dues are [amount]. You should check its current constitution and bylaws for any initiation fee, assessments, and changes." This addresses initiation fees. But too much. We can say "dues are..." enough.

Need perhaps "The union has published dues; amount is [amount]. You should check the current constitution and bylaws because numbers can change." Good.

Need maybe "If a strike ever happened, you would not be paid for time not worked" — In a strike, strikers may be eligible for unemployment in some states? But not relevant. "would not be paid by Halcyon" more precise. Use "would not be paid by Halcyon for time not worked." Good. We can adjust.

Need maybe "You should consider financial effects carefully" perhaps no threat. Good.

Need maybe "I am not threatening anyone" perhaps unnecessary but okay. It might be weird: a supervisor saying "I am not threatening anyone" could imply threat? Better "This is not a threat; it is just a fact." Hmm. Not needed. Remove "I am not threatening anyone" from script? We can simply say "Striking is a legal right; no one is required to strike." Need "not threatening" as "I’m not predicting or threatening; just giving you facts." Hmm. To avoid overemphasize, remove "I am not threatening anyone" but include "No threat" not needed. However the assignment wants nonretaliation and lawful. Could say "I am not telling you how to decide." Good. Let's revise P5:
"Fourth, dues and strikes. The union’s published monthly dues are [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."

This is clearer. Count similar.

Need maybe in script "I will send it to [Labor Counsel/HR]" for legal questions; "if you have a legal question" maybe employees may not know. Good.

Need maybe "If you are unsure, ask Labor Counsel" in script for supervisors; okay.

Need maybe "I am not asking you how you intend to vote or who has signed a card" In script, if a supervisor says "I am not asking" but maybe could still be coercive? No, it's a lawful disclaimer.

Need maybe "Halcyon believes we work best when we can talk directly with each other" could be considered "promise of more direct relationship" but no. Good.

Need maybe "prefers to remain union-free" no.

Now final answer. But let's think if "prohibited-conduct guide" should be "supervisor script no more than 700 words" but the final answer also has "guide"; the guide could contain statements that the script already says. Fine.

Need maybe "preservation" "Do not alter/delete/destroy" yes.

Potential issue: "Halcyon will not retaliate against anyone for any of those choices" maybe if an employee signs a card and is later laid off for economic reasons, they may think retaliation if not. The company can't guarantee outcomes; but rule 9 says may tell employees retaliation prohibited. Good.

Need maybe "the decision is yours" "support or oppose" good.

Need perhaps "authorization cards are secret? Actually card sign can be disclosed to employer but protected. We don't ask. Good.

Need maybe "who attends meetings" — in script "attend meetings or not" no.

Need maybe "photographing cars" — if the cars are at a union meeting but in public street, still prohibited? Rule says yes. Good.

Need maybe "outside agitators damage property" no.

Need maybe "no solicitation" — If employee discusses union in cafeteria while on break, that's protected "protected gathering"? No, "protected concerted activity" maybe. Good.

Need maybe "the union is seeking 240 production employees; election in 3 weeks." "supervisors to hold ten-minute shift meetings." Not relevant.

Need maybe "What Supervisors May Say" question title. Need maybe answer as "Supervisor script." Good.

Let's now consider if final answer should include "Fictional State of Marris" maybe no.

Need perhaps "The script can be delivered verbatim; placeholders in brackets must be filled before meetings." Good to include maybe "The bracketed items should be filled with verified information." In final script? Could include "[Labor Counsel/HR]" etc. Good.

Need maybe "Do not add statements not authorized." Could in guide. Good.

Need maybe "If employees ask 'Do you think we should unionize?'" Supervisor may answer "I prefer no union" but no promise. Not needed.

Let's produce final answer now. But before final, let's think if "prohibited conduct guide identifies every unlawful proposed statement or action" in facts includes "Explain that bargaining starts from the current contract and outcomes are negotiated, not guaranteed." Is it possible that the phrase "bargaining starts from the current contract" is unlawful because "current contract" maybe is a contract with current terms and if union wins, the employer is not legally required to "start from" it? Under NLRA, employer's "current contract" if there is one with another union? If there is a contract bar? Hmm. The election in three weeks and union seeking representation. If a "current contract" exists, the union would be seeking to replace incumbent? But facts say union seeking to represent 240 production employees; if current contract exists, maybe union organizing campaign in a nonunion plant. "Current contract" likely not a collective bargaining agreement. The management proposed to "Explain that bargaining starts from the current contract" — This may be a bargaining "prediction" about outcomes? It says "outcomes are negotiated, not guaranteed" which is fine. I think not unlawful. We can treat as permissible with caution.

Need maybe "Tell employees they may support or oppose union and Halcyon will not retaliate" — lawful.

Need perhaps "State the union's published dues accurately..." — There is an issue: Employer can state dues accurately but "a strike can mean lost wages" may be okay if no threat. We include.

Need maybe "preplanned cost-of-living increase" not in proposed list? Actually Halcyon approved preplanned; assignment wants script include; good.

Need maybe "the preplanned COLA" if they mention "will be implemented next month" but the election is in three weeks; if union wins maybe before election? Actually implementation next month maybe before election? Doesn't matter. It can be continued if document. Good.

Need perhaps "no $2 increase" in script could be a "promise" not to increase? Not a problem. But if the company actually considers a $2 increase after campaign? It shouldn't. Good.

Potential issue: "We will not single out union talk" — If employer has a broad ban on all solicitation including union, but "discussion" not "solicitation" is protected in nonwork time. Good.

Need maybe "neutral solicitation, attendance, safety, work-time rules may be enforced consistently." In guide additional instructions "Do not create a new rule now; enforce pre-existing rules." If a no-solicitation rule exists but hasn't been enforced? Need no. Use "If the rule has not been enforced consistently, do not start enforcing it against union activity." Good.

Need maybe "Supervisor talking points for meetings tomorrow" — We can call "talking points" instead of "script." But assignment says "supervisor script." Fine.

Need maybe "clear substitutes for statements management has proposed" — Our table item F-H include lawful substitutes. Good.

Need maybe "Do not merely label conduct unlawful; give supervisors language they can use instead." We do.

Let's final. Ensure no markdown bullets too heavy? Fine.

One more nuance: In script, "Existing wages, benefits, and policies are the starting point for discussions" — If current terms include at-will employment, union contract would change. But "starting point" not legal. Good.

Need maybe "no strike is happening now" okay.

Need maybe "I will preserve any note or message" in script: If employee complains, maybe "I will preserve any note or message and report it to Labor Counsel or HR." But if the supervisor has no note/message, maybe "If you have text/email, keep them. I will preserve any note or message." Fine. We can instead say "I will make sure any note, email, or other information is preserved and sent to Labor Counsel or HR." Good. In script P7: "I will preserve any note or message and report it to Labor Counsel or HR." Good.

Need maybe "No one will be punished for bringing a concern forward." Good.

Need perhaps "questions" after script "Any questions?" It may invite "Will the company close?" But supervisor has answer. Good.

Let's final now.