I need to draft two documents: a supervisor script under 700 words and a prohibited-conduct guide, making sure to include compliant alternatives for all restricted items. The script should address Halcyon's preference, collective bargaining, dues, strikes, preplanned COLA adjustments, employee choice, and nonretaliation protections, plus guidance on handling voluntary comments, questions, and complaint escalation procedures. I'm noticing there's a complication with the bargaining language since there's no existing contract to reference as a starting point.

I need to flag several problematic statements and develop substitutes: the "$2 increase" is an unlawful promise that should be reframed as continuing documented COLA with no new guarantees; the security car photography is unlawful surveillance that should become standard neutral patrols without photographing or reporting attendees; the cafeteria rule is selective enforcement that needs neutral application of solicitation policies; the interrogation about union cards should be addressed through general misinformation correction; and the closure threat needs a compliant alternative.

Now I'm drafting a script in conversational first-person that opens with reassurance about not asking questions or recording names, then walks through eight key sections covering why we're meeting, the company's position, what bargaining entails, dues structures, strike implications, the COLA situation, employee choice and company rules, and anti-retaliation protections. I'll keep it around 650-680 words and follow with a guide showing prohibited conduct paired with lawful alternatives, plus standing rules on voluntary comments, escalation procedures, and document preservation. I'm continuing to flesh out the script sections on bargaining outcomes and union dues, making sure to avoid speculating about results and to direct people to the union's actual published materials rather than inventing figures. I'm also noting that we need to use a bracketed placeholder for the exact dues amount so supervisors insert the correct numbers from the union's schedule.

Now I'm moving into the strikes section, clarifying that under union rules employees vote on strikes, not the company, and that strikers don't receive Halcyon pay during a work stoppage — any strike benefits come from the union itself. I'm being careful to present this as factual information about the rules rather than a prediction. Then I'm addressing the cost-of-living increase that's rolling out next month, emphasizing it was approved months ago before any of this organizing activity began, so it's not a response to the union campaign and will happen regardless of the election outcome.

Now I'm wrapping up by stating clearly what I won't do — no special raises, bonuses, schedule changes, or grievance settlements tied to this campaign. I'm also reaffirming that employees have complete freedom to support or oppose the union, sign cards or not, attend meetings or skip them, and vote however they choose. The existing rules about solicitation and work time apply equally to all topics, including union discussion, and I'm committing not to treat union talk differently from any other personal conversation. Finally, I'm introducing the nonretaliation principle — that no one at Halcyon can punish or favor anyone based on their union stance.