I. Policy Statement

Family Promise of Puget Sound (FPOPS) is committed to full compliance with all federal, state, and local labor laws, including the National Labor Relations Act (NLRA), as amended. FPOPS recognizes and respects the rights of all paid employees to engage in protected concerted activity and to organize for the purposes of collective bargaining or other mutual aid or protection. This policy reinforces the rights guaranteed under the NLRA and ensures that management and employees understand the legal boundaries and protections afforded by the Act.

II. Purpose

The purpose of this policy is to inform all FPOPS employees of their protected labor rights, define what constitutes protected concerted activity, and clearly state the specific employer conduct that is prohibited under the NLRA.

III. Scope

This policy applies to all paid employees of Family Promise of Puget Sound, regardless of their position, tenure, or full-time or part-time status.

IV. Guiding Principles

Compliance: FPOPS management and supervisors must adhere strictly to the provisions of the NLRA and related labor regulations.

Mutual Respect: All workplace communications regarding terms and conditions of employment, including discussions about labor rights or organization, must be conducted with professionalism and mutual respect.

Non-Retaliation: No employee shall be disciplined, penalized, or retaliated against for exercising rights protected by the NLRA.

V. Definitions

Protected Concerted Activity (PCA): When two or more employees act together to improve their wages, hours, or working conditions. An individual employee acting on behalf of other employees, or seeking to induce group action, is also protected.

NLRA: The National Labor Relations Act, a federal law that grants most private sector employees the right to organize, form labor unions, bargain collectively, and engage in protected concerted activities.

Non-Work Time: Any time when an employee is not expected to be performing work duties (e.g., breaks, lunch periods, or before/after scheduled shifts).

Non-Work Areas: Areas of the workplace not designated for providing individual/guest services or immediate operational tasks (e.g., break rooms, parking lots, employee locker areas).

VI. Policy Guidelines

A. Core Employee Rights Under the NLRA

Employees have the legal right to:

Organize and Join: Form, join, or assist a union, or choose not to join or support a union.

Collective Bargaining: Bargain collectively through a representative of their own choosing over wages, hours, and working conditions.

Discuss Terms and Conditions: Discuss wages, benefits, and other terms and conditions of employment with coworkers, union representatives, or third parties.

Protected Concerted Activity: Take action with one or more coworkers to improve working conditions, such as addressing management, circulating petitions, or striking (within legal limits).

Refrain from Activity: Choose not to engage in any of the above activities.

B. Prohibited Employer Conduct (Illegal Actions)

Supervisors, managers, and agents of FPOPS are strictly prohibited from engaging in any conduct that interferes with, restrains, or coerces employees in the exercise of their NLRA rights. Prohibited actions include, but are not limited to:

Retaliation: Threatening, firing, demoting, cutting hours, or punishing any employee for supporting a union, filing a grievance, or engaging in protected concerted activity.

Surveillance: Spying on, monitoring, or videotaping employees’ peaceful organizing activities, meetings, or discussions concerning terms and conditions of employment.

Interrogation: Questioning employees about their union support, activities, or the views of their coworkers in a manner that discourages participation or creates fear.

Promises of Benefit: Promising raises, promotions, improved benefits, or better working conditions to discourage employees from engaging in union or protected concerted activity.

Unlawful Prohibition: Prohibiting employees from distributing union literature, discussing union matters, or soliciting union membership during non-work time or in non-work areas.

C. Employment At-Will Integration

This policy operates within the framework of FPOPS’s existing at-will employment status. While employment may be terminated by either the employee or FPOPS at any time and for any legal reason, termination or other adverse employment actions cannot be based upon an employee’s lawful exercise of their NLRA rights.

D. Non-Retaliation

FPOPS maintains a strict non-retaliation policy. Any employee who exercises their rights under the NLRA, participates in an NLRA investigation, or files a complaint will be protected against any form of reprisal, discrimination, or harassment.

VII. Responsibilities

Employees: Are encouraged to review this policy and seek clarification regarding their rights and responsibilities.

Supervisors and Managers: Are responsible for understanding and strictly adhering to this policy, and for ensuring their actions do not infringe upon the NLRA rights of employees.

CEO/HR: Is responsible for training management and supervisors on this policy and ensuring compliance with federal labor laws.

VIII. Complaint Procedure and External Resources

Employees who believe their rights under the National Labor Relations Act have been violated or who have questions regarding the application of the Act should contact:

External Contact (Primary): The National Labor Relations Board (NLRB). The NLRB is the federal agency responsible for enforcing the NLRA and investigating allegations of unfair labor practices.

Internal Contact (For Policy Questions): The CEO or Human Resources. Employees may contact the CEO/HR with general questions regarding this FPOPS policy section.

IX. Policy Review and Revision

This policy will be reviewed by the CEO and/or HR as needed to ensure continued compliance with state and federal laws and may be revised at the discretion of FPOPS.