Protected Concerted Activity

What is protected concerted activity?

Protected Concerted Activity is important because it helps to ensure that employees have the ability to collectively negotiate and advocate for their rights and interests in the workplace.

What is the importance of protected concerted activity?

Protected Concerted Activity is important because it helps to ensure that employees have the ability to collectively negotiate and advocate for their rights and interests in the workplace. It allows employees to take collective action to address issues such as wages, hours, benefits, and working conditions.

1. Improving Working Conditions: By allowing employees to collectively negotiate and advocate for their rights, protected concerted activity can help to improve working conditions and ensure that employees are treated fairly.
2. Increasing Employee Voice: Protected concerted activity gives employees a voice in the workplace, enabling them to speak out against unfair treatment and advocate for better working conditions.
3. Promoting Fair and Democratic Workplace: Protected concerted activity promotes a fair and democratic workplace, where employees can come together to negotiate with their employer and have a say in the terms and conditions of their employment.
4. Protecting Employees Rights: Protected concerted activity helps to protect the rights of employees to engage in activities related to forming, joining, or assisting labor organizations, or to engage in other activities for the purpose of collective bargaining or other mutual aid or protection.
5. Balancing Power between Employees and Employers: Protected concerted activity helps to balance the power between employees and employers, by giving employees the ability to collectively negotiate and advocate for their rights and interests in the workplace.

What is the use of protected concerted activity?

Protected Concerted Activity is used to protect the rights of employees to engage in activities related to forming, joining, or assisting labor organizations, or to engage in other activities for the purpose of collective bargaining or other mutual aid or protection. HBR’s labor law and employee rights research

1. Collective Bargaining: Employees have the right to engage in collective bargaining, which is the process of negotiating the terms and conditions of employment, including wages, hours, benefits, and working conditions.
2. Strikes and Picketing: Employees have the right to engage in strikes and picketing, which are actions taken by employees as a group to protest or negotiate with their employer.
3. Slowdowns: Employees have the right to engage in slowdowns, which is when employees intentionally work at a slower pace to protest or negotiate with their employer.
4. Group Complaints: Employees have the right to complain or express opinions together, such as discussing wages and working conditions with their coworkers, or expressing support or opposition to a union.
5. Protection against Retaliation: Protected concerted activity also protects employees from retaliation by employers for engaging in protected concerted activity. Employers are prohibited from interfering with, restraining, or coercing employees in the exercise of their rights.

SHRM’s NLRA and protected activity guidance

HR teams must understand protected concerted activity to avoid NLRA violations when employees discuss working conditions or take collective action. Using objective assessments and a structured hiring plan drives improvement, helping organizations attract and retain top talent.

Frequently asked questions