Start here, start now
You don't need to do all six at once. Start with Step 1 today and work forward. Each step builds on the last.
Know your employment status and coverage
Determine whether you are an employee or independent contractor, and whether you are in a managerial or supervisory role. This determines your NLRA coverage.
Key detail: If your title says "manager" but you don't actually hire, fire, or direct other employees' work, you may still be covered. The NLRB looks at your actual duties, not your title. If unsure, call the NLRB at 1-844-762-6572 before taking any action.
Document everything now
Save emails, meeting notes, and communications about AI tools, job changes, or workforce planning. Note dates, names, and exact language used. This documentation is invaluable if you ever need to file a charge or support a grievance.
Critical: Use personal email or storage — not company systems. Anything on company systems can be accessed by your employer and deleted after you leave.
Talk to coworkers — carefully and consistently
You cannot collectively exercise rights you haven't collectively discussed. Talk to coworkers about what you are seeing. Gauge shared concerns. Remember: the conversation itself is protected by law.
But do it in spaces your employer does not monitor — break rooms, off-site locations, personal phones. Not on Slack, not on company email, not on company WiFi. The right to have the conversation is protected. But having it on monitored channels gives your employer information they shouldn't have.
If you have a union, engage it early
Contact your union rep before your employer announces AI changes, not after. Ask whether the union has filed information requests about AI plans. Ask what the CBA says about job security, subcontracting, and technological change.
Most CBAs have relevant language workers have never read. Your CBA may already contain provisions about technological change, subcontracting of work, or job classification changes that are directly triggered by AI deployment.
Consider an NLRB charge if rights are violated
If your employer retaliates against organizing, unilaterally changes your job in a union workplace, or prohibits you from discussing working conditions — file a charge. It is free, it is federal, and there are remedies including reinstatement and back pay.
Do not wait. The statute of limitations is six months. File online at nlrb.gov or call 1-844-762-6572.
Consult a labor attorney if stakes are high
Many labor-side attorneys offer free initial consultations. If you are facing termination, a significant job change, or employer retaliation, legal advice is worth pursuing.
Search "NLRA attorney [your city]" or ask your state bar's referral service. Worker centers in your area may also provide free legal help.