It means that employees have the legal right to help organize, to join and to support a union of their own choosing. This includes such activities as signing a union card, getting others to sign cards, attending union meetings, wearing union buttons, passing out union literature and talking union to other employees.

It states that employees have the legal right to join together and work as a team in order to help each other.

It says that employees have the legal right to deal with their employer as a group, rather than individually.

It gives employees the legal right to take such group action as they feel necessary in order to gain their desired goals so long as these actions violate no other laws.

It does not mean that employees have the right to carry on union activity during working hours or to allow their union activity to interfere with their jobs. (For this purpose, break time and lunch time are not considered as working hours.)

It means that employees are supposed to have FREE CHOICE in deciding whether or not they want to use their right to organize. Anything that an employer does to interfere with this free choice is against the law.

It means that employers who get 'nose trouble' during an organizing campaign are breaking the law. An employer is not supposed to question employees, or even to find out, about how employees feel, who signed cards, which employees are pushing the union, who attended the meetings, what went on at meetings, etc. It is none of their business.

It means that an employer is not supposed to make any promises of raises, promotions or other benefits in order to influence employees in the exercise of their rights.

It means that an employer cannot take away, or threaten to take away, any benefits which you already have because of your union activity.

It means that it is illegal for an employer to penalize an employee in any manner because of his union activity or belief.  This includes such things as cutting out overtime, transferring to a less desirable job, suspension or discharge. (If an employer does any of these things, and it is proven that it was done because of union activity, he must reinstate the employee to his former position without loss of seniority and pay him for all lost wages, plus 6% interest).