As an HR Professional, you must recognize and be aware of several pieces of legislation that affect your performance as an HR Professional. The National Labor Relations Board identified five…

Dominating or interfering with the formation or administration of a labor organization is explicitly defined as an unfair labor practice under NLRA Section 8(a)(2).

The five Section 8(a) categories are: interfering with employee rights (8(a)(1)), dominating a labor organization (8(a)(2)), discriminating in employment to discourage union membership (8(a)(3)), retaliating against employees who file charges (8(a)(4)), and refusing to bargain collectively (8(a)(5)). A blanket 'refusal to allow individuals to organize and meet' is not a separately enumerated category - any such conduct would fall under the broader interference and coercion language of Section 8(a)(1) rather than standing alone as its own category.

Interfering with, restraining, or coercing employees in the exercise of their Section 7 rights to engage in concerted activities is the foundational unfair labor practice listed under NLRA Section 8(a)(1).

Discriminating against employees for engaging in or refraining from union or concerted activities is a recognized unfair labor practice under NLRA Section 8(a)(3).