Sanders Campaign Labor Charge Alleges Staffer Retaliation

“The employer failed to notify us upon hire that we had a CBA and maintained that we were “at-will.” Employer violated the CBA by requiring additional work days, and failing to provide days off as required. Employer further violated the CBA in multiple ways, and the Union did nothing (I will be filing a DFR against them). At hiring, employer promised some employees housing, and not others; some were promised expenses, and others were not. The CBA requires relocation expenses be paid. Employer retaliated against me when I organized the bargaining unit and sent an email requesting compliance with the CBA (I understand CBA violations are not ULPs– the ULP arises from the retaliation).”

Within the previous six months, the Employer discharged an employee(s) because the employee(s) joined or supported a labor organization and in order to discourage union activities and/or membership.

Within the previous six months, the Employer discharged an employee(s) because the employee(s) engaged in protected concerted activities by, inter alia, discussing wages and/or other terms and conditions of employment and in order to discourage employees from engaging in protected concerted activities.

Within the previous six months, the Employer discharged an employee(s) because the employee(s) engaged in protected concerted activities by, inter alia, protesting terms and conditions of employment and in order to discourage employees from engaging in protected concerted activities.

Within the previous six months, the Employer disciplined or retaliated against an employee(s) because the employee(s) joined or supported a labor organization and in order to discourage union activities and/or membership.


Within the previous six months, the Employer disciplined or retaliated against an employee(s) because the employee(s) engaged in protected concerted activities by, inter alia, discussing wages, hours, or other terms and conditions of employment and in order to discourage employees from engaging in protected concerted activities.

Within the previous six months, the Employer disciplined or retaliated against an employee(s) because the employee(s) engaged in protected concerted activities by, inter alia, protesting terms and conditions of employment and in order to discourage employees from engaging in protected concerted activities.

Within the previous six-months, the Employer has interfered with, restrained, and coerced its employees in the exercise of rights protected b Section 7 of the Act b interrogating employees about their union activities.

Within the previous six months, the Employer failed and refused to bargain in good faith with the union as the collective bargaining representative of its employees by making unilateral changes in terms and conditions of employment.