# HALCYON TOOLWORKS — ORGANIZING CAMPAIGN MATERIALS
**Prepared for supervisors conducting ten-minute shift meetings | Cleared by Labor Counsel**
**Designated Contact for all questions and complaints: [Name], HR Director — [phone/email]**

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# DOCUMENT 1: SUPERVISOR SHIFT-MEETING SCRIPT

*Read this aloud as written. Do not improvise, add examples, or answer beyond it. Word count is fixed and reviewed.*

**Opening.** "Thanks for ten minutes. Halcyon asked me to share the company's view about the election three weeks from now, and to be clear about your rights. I'm reading this so I get it right. I will not ask you any questions about the union, and you don't have to tell me anything."

**Our preference.** "Halcyon would rather keep working with you directly — you bring problems to me and we solve them without a third party in between. That is the company's opinion, and it's yours to accept or reject. Voting for or against the union will not change how anyone here is treated."

**What a vote for the union would mean.** "If a majority votes for the union, the law requires Halcyon and the union to bargain in good faith over wages, hours, and working conditions. Bargaining would start from your current pay, benefits, and terms. There is no automatic increase and no automatic loss of anything you have now. Everything either side proposes has to be negotiated, and neither the union nor Halcyon can guarantee any outcome. I don't know what an agreement would say. That's genuine uncertainty, and anyone on either side who tells you they know is guessing."

**Dues and fees.** "The union's published dues and initiation fee are [insert exact figures from the union's own published schedule — attached. Do not estimate or round]. Those numbers come from the union's literature; read it yourself. Questions about what the union's constitution requires should go to the union or to [Designated Contact]. I won't guess."

**Strikes.** "Bargaining can involve a strike. Under the union's own rules, members vote on whether to strike — the company does not call one. During a lawful strike, Halcyon does not pay strikers; whether the union pays strike benefits is up to the union. I am not predicting a strike here. I'm telling you how it works so you can ask informed questions."

**The cost-of-living increase.** "One housekeeping item. The company-wide cost-of-living increase takes effect next month, as scheduled. It was approved three months ago, before any of this began, and the board minutes document that decision. It is not a reward, not a bribe, and not tied to the election. It happens either way. Beyond that, I have nothing new to offer. I am not authorized to promise anyone a raise, bonus, promotion, schedule change, or grievance deal because of this campaign, and I won't."

**Your choice.** "You are free to support the union or oppose it, sign a card or refuse to sign, attend meetings or stay home, vote or not vote. That is your decision and nobody's business here — not mine, not the company's."

**Rules haven't changed.** "Our solicitation, attendance, safety, and work-time rules are unchanged and apply the same way to every subject. On work time, we work. On your own time — breaks, lunch, the cafeteria, the parking lot — you may talk about the union exactly as you talk about ball games, church, or a charity drive. I will not treat union conversation differently. If anyone tells you that you can't discuss the union where you can discuss sports, tell me or [Designated Contact]."

**No retaliation.** "Retaliation is prohibited. No one at Halcyon — including me — may discipline, transfer, favor, threaten, or punish anyone because of union activity or how they vote. If you believe that has happened to you or to anyone else, tell me, HR, or [Designated Contact]. I will write down what you tell me, preserve it, and give it to HR or our labor counsel the same day. I will not investigate your views, and I will not ask what you or your coworkers think about the union."

**Questions.** "I'll take questions about pay, schedules, or how the election process works. If a question is legal or about cards or ballots, my answer is 'I don't know — let me get you to [Designated Contact].' That isn't dodging; it's not guessing."

**Close.** "Read what both sides give you. Vote how you see fit. Thanks for your time."

*[665 words as spoken]*

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# DOCUMENT 2: PROHIBITED-CONDUCT GUIDE

Each management proposal is addressed below. **Never deliver a proposal in the "Proposed" column.** Use the substitute language verbatim.

### 1. Threat of relocation or closure
**Proposed:** "If the union gets in, corporate may move this work to our southern plant and this facility could close."
**Why prohibited:** Rule 2. An unsupported prediction of closure or transfer of work is a threat of reprisal, not opinion. "May" and "could" do not cure it. We have no objective facts outside our control supporting it, and no such decision exists.
**Say instead:** "Halcyon has made no decision to move work or close this plant, and this election does not change that. What I can tell you is that if the union wins, wages and benefits would be negotiated, and no one can guarantee the result."
**Instruction:** If an employee raises closure, do not speculate, do not say "I can't comment on that," and do not hint. Say: "There is no such plan. Questions like that go to [Designated Contact]." Report the question to HR the same day — no names required.

### 2. Interrogation about card signers
**Proposed:** "Ask your teams who signed cards so we know where the misinformation started."
**Why prohibited:** Rules 3 and 4. Asking who signed cards, who attends meetings, who supports the union, or how anyone will vote is unlawful interrogation. Tracing "misinformation" to individuals also builds a prohibited list.
**Do instead:** Correct the *statement*, never identify the *speaker*.
**Say instead:** "I've heard a claim going around that [state the claim neutrally]. Here are the facts: [approved fact sheet]. I'm not asking who said it and I don't want to know."
**Instruction:** Do not ask, hint, or "just chat" about card signing. Do not keep tallies, spreadsheets, head counts, or "likely yes/no" notes, formal or informal. If a manager above you requests a list of supporters, decline and notify [Designated Contact] in writing.

### 3. Conditional wage promise
**Proposed:** "Tell them we are considering a $2 hourly increase, but only if we can stay union-free."
**Why prohibited:** Rule 5. A raise conditioned on rejecting the union is an unlawful promise of benefit. Even saying we are "considering" it, or "looking at what we could do," is unlawful when linked to the election.
**Say instead:** "I'm not authorized to promise or hint at any raise, bonus, promotion, schedule change, or grievance relief because of this campaign, and I won't. Our normal pay review process continues on its normal schedule."
**Instruction:** Make no new commitments, no "let me see what I can do," no informal fixes to pending complaints that would ordinarily wait. Route requests to [Designated Contact].

### 4. The preplanned cost-of-living increase (lawful, with conditions)
**Status:** Lawful to implement and to describe, because it was approved three months before the campaign and contemporaneous board minutes document independent decision-making (Rule 5).
**Say instead (approved wording):** "The company-wide cost-of-living increase takes effect next month as scheduled. It was approved three months ago, before this campaign, and the board minutes document it. It is not conditioned on the election and it happens either way."
**Instruction:** Do not embellish. Never say "and there's more where that came from," "imagine what we could do without a union," or "the union could take this away." Do not accelerate, enlarge, or announce it a second time as campaign news. HR must retain the board minutes and the pre-campaign implementation schedule.

### 5. Surveillance / photographing vehicles
**Proposed:** "Have security photograph cars at the union meeting in case outside agitators damage property."
**Why prohibited:** Rule 6. Photographing, following, monitoring, or logging attendance at a union meeting — or creating the impression of it — is unlawful regardless of the stated security rationale.
**Do instead:** Security patrols continue on their ordinary published route and frequency, with no change in timing, staffing, or location because of a union meeting. No photographs, no plate logs, no notes on who attended, no parking near the meeting site.
**Say instead, if asked:** "Nobody from Halcyon is watching, photographing, or recording who goes to union meetings. If anyone tells you we are, I want to know so we can stop it."
**Instruction:** If there is a genuine, specific property-damage threat, do not act on it yourself — contact [Designated Contact] and Labor Counsel before any security change. Do not view, forward, or discuss social media posts or photos identifying attendees, and do not ask others to gather them.

### 6. Selective enforcement in the cafeteria
**Proposed:** "Stop employees from discussing the union in the cafeteria, even though employees discuss sports and charities there."
**Why prohibited:** Rule 7. Rules must be enforced neutrally. Banning union talk where non-work talk is tolerated is unlawful selective enforcement.
**Do instead:** Enforce the existing solicitation and work-time rules identically for all subjects. Union conversation on non-work time in non-work areas is permitted to exactly the same extent as sports, church, fundraising, or fantasy leagues.
**Say instead:** "Our rules haven't changed. On work time we work — that's true for union talk, sports talk, and everything else. On breaks and lunch, in the cafeteria and the lot, talk about whatever you like."
**Instruction:** If you must correct someone for talking during work time, correct the *timing*, never the subject, and be prepared to show you correct non-union talk the same way. Log any such correction and send it to [Designated Contact] the same day.

### 7. Bargaining description (lawful, but the proposed wording must be corrected)
**Proposed:** "Explain that bargaining starts from the current contract and outcomes are negotiated, not guaranteed."
**Correction required:** There is no current contract — these employees are unrepresented. Saying "current contract" is inaccurate and invites the claim that we misdescribed bargaining.
**Say instead:** "Bargaining would start from your current pay, benefits, and working conditions. Everything is negotiated; nothing is guaranteed, in either direction. There is no automatic raise and no automatic loss of what you have now. Nobody — not Halcyon, not the union — can promise you an outcome."
**Prohibited variants:** "You'll start from zero," "everything goes on the table and you could lose it all," "you'd lose your benefits the day the union wins." These violate Rule 8.

### 8. Dues and strikes (lawful, with conditions)
**Proposed:** State published dues accurately; explain a strike can mean lost wages; make clear employees decide whether to strike under union rules.
**Status:** Lawful under Rule 8 if accurate, sourced, and framed with uncertainty.
**Instruction:** Use only the figures on the attached copy of the union's own published dues and initiation-fee schedule. Do not estimate, annualize dramatically, or add "plus assessments" unless the published document says so. Do not predict that a strike will occur here.
**Say instead:** "The union's published dues and initiation fee are [exact figures — union's own document, attached]. On strikes: members vote whether to strike under the union's rules; the company doesn't call one. Halcyon doesn't pay wages during a lawful strike, and any strike pay is the union's decision. I'm not predicting a strike — that's just how the process works."

### 9. Employee choice and nonretaliation (lawful — required)
**Proposed:** Tell employees they may support or oppose the union and that Halcyon will not retaliate.
**Status:** Lawful and affirmatively encouraged under Rule 9. Include it in every meeting and every one-on-one conversation.
**Say instead:** "You may support the union or oppose it, sign or refuse to sign, attend meetings or not. Retaliation for any of that is prohibited, including by me. Legal and policy questions go to [Designated Contact]."

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## STANDING RULES FOR ALL SUPERVISORS

**Voluntary employee comments.** You may listen if an employee volunteers a view. You may not solicit it, follow up ("who else feels that way?"), probe, or repeat it. Do not record the employee's name, do not report individual sentiments to anyone for any adverse purpose, and do not add anyone to any list.
**Say:** "You're free to tell me that, but you don't have to, and it stays between us. I'm not asking and it won't affect how you're treated."

**When an employee asks you a question you can't answer.** "I don't know — I don't want to guess about this. Let me put you in touch with [Designated Contact]." Never fill silence with speculation about closure, layoffs, moved work, or possible raises.

**Escalation of complaints (Rule 10).** If an employee reports retaliation, threats, interrogation, surveillance, or coercion — by anyone, including another supervisor:
1. Say: "Thank you for telling me. Retaliation is prohibited. I'm going to write down what you said and give it to HR and our labor counsel today. I won't be asking you about your views on the union."
2. Write down date, time, what was reported, and by whom said — the conduct only.
3. Do **not** investigate, do not interview coworkers, do not ask whether the complainant supports the union, and do not attempt to resolve it yourself.
4. Deliver it to [Designated Contact] the same day.

**Preservation.** From today until Labor Counsel releases the hold: preserve all campaign-related notes, texts, emails, chat messages, meeting notes, security logs, discipline records, scheduling changes, and the board minutes and implementation schedule for the cost-of-living increase. Delete nothing. Back-date nothing. Do not create documents you would not want read aloud, and do not destroy documents you wish you hadn't created — tell [Designated Contact] instead.

**If you make a mistake.** Report it to [Designated Contact] immediately. A prompt, documented correction is manageable; a concealed statement is not.