# Supervisor Script: Shift Meeting Talking Points

**Duration:** Approx. 3 Minutes  
**Audience:** Production Employees  
**Speaker:** Supervisors

Hello team. Thank you for meeting. Management has preferences about unionization, and we believe direct communication between Halcyon and our employees is best for our future. However, you have the legal right to decide whether to support a union or not. We will respect your choice. Halcyon will never retaliate against an employee for their vote or activity.

If a union represents us, we will bargain in good faith. Collective bargaining means outcomes are negotiated; nothing is guaranteed. Your current terms will not automatically disappear, but changes depend on negotiations, not automatic losses of benefits.

Regarding union specifics: The union has published dues and initiation fees. These are costs you should consider. A strike is a potential tool unions may use. If workers strike, work stops and wages stop. However, the decision to strike belongs to employees under union rules, not management.

On compensation: Three months ago, the Board approved a cost-of-living increase based on market factors. Implementation is scheduled for next month. This was decided before this campaign started. It will be implemented regardless of election results and is not conditioned on the vote.

You may support or oppose the union. We do not ask how you vote or who supports what. If you have legal questions, contact Human Resources. Do not listen to rumors about closing this plant; there are no facts supporting closure based on a vote.

Please focus on safety and work. If you voluntarily share views, we will listen but not solicit information. If you believe someone is threatening you, report it to HR immediately for preservation. We want everyone safe and secure. Thank you.

***

# Prohibited-Conduct Guide & Compliant Substitutes

**Instruction:** Supervisors must strictly adhere to the following corrections regarding management’s proposed statements and actions. Do not deviate.

### 1. Economic Threats (Proposed Closure Statement)
*   **Unlawful Proposal:** "If the union gets in, corporate may move this work to our southern plant and this facility could close."
*   **Violation:** Rule 2 (Unsupported prediction/threat).
*   **Compliant Substitute:** Do not predict closure or job loss unless supported by objective facts outside control. If asked about facility future, state: "There are no factual plans to close the plant based on a union vote. Outcomes depend on negotiations."

### 2. Interrogation & Investigation (Card Signing Inquiry)
*   **Unlawful Proposal:** "Ask your teams who signed cards so we know where the misinformation started."
*   **Violation:** Rules 3 & 4 (Interrogation/Soliciting).
*   **Compliant Instruction:** Never ask employees how they voted, who signed cards, or who attends meetings. Do not create lists of supporters. Direct concerns about misinformation to Labor Counsel.

### 3. Promises of Benefits (Conditional Raise)
*   **Unlawful Proposal:** "Tell them we are considering a $2 hourly increase, but only if we can stay union-free."
*   **Violation:** Rule 5 (Promise conditioned on union rejection).
*   **Compliant Substitute:** Communicate the pre-planned Cost-of-Living Increase only. State: "The Board approved an increase three months ago. It is scheduled for next month regardless of the election result." Do not mention conditional raises.

### 4. Surveillance (Meeting Photography)
*   **Unlawful Proposal:** "Have security photograph cars at the union meeting in case outside agitators damage property."
*   **Violation:** Rule 6 (Surveillance at protected gatherings).
*   **Compliant Instruction:** Do not monitor, photograph, or follow employees attending union activities. Security protocols apply to safety threats only, not union participation.

### 5. Selective Enforcement (Cafeteria Discussion)
*   **Unlawful Proposal:** "Stop employees from discussing the union in the cafeteria, even though employees discuss sports and charities there."
*   **Violation:** Rule 7 (Selective enforcement).
*   **Compliant Instruction:** Enforce rules neutrally. If non-work talk is permitted during breaks, union talk is permitted. Only restrict speech if it violates safety/work-time rules applied to *all* topics.

### 6. Voluntary Employee Comments
*   **Requirement:** Rule 4.
*   **Instruction:** You may listen if an employee voluntarily brings up their views. Do not ask follow-up questions to solicit details. Do not report individual sentiments for adverse use.

### 7. Complaint Escalation & Preservation
*   **Requirement:** Rules 9 & 10.
*   **Instruction:** If an employee reports retaliation or coercion:
    1.  Do not investigate the claim yourself.
    2.  Preserve all evidence provided.
    3.  Report immediately to Labor Counsel or Human Resources.
    4.  Assure the complainant that reporting is safe and protected.