Regis No Longer Able to Clip Away at Workers’ Rights

Workers received good news last week, as Regis Corp., a national hair salon chain, settled with the National Labor Relations Board (NLRB), agreeing to change a number of illegal corporate policies. Regis, which employs 57,000 workers at 6,500 outlets such as Supercuts, Cost Cutters, and Mastercuts, was found to have engaged in a number of actions in violation of the National Labor Relations Act, legislation on the books since 1935 designed to protect workers’ rights.

As if forcing employees to watch an anti-union DVD weren’t enough, Regis attempted to circumvent federal law in a number of ways. Employees were told to report coworkers to a company hotline if they discussed organizing and Regis warned employees that there would be serious consequences if they attempted to unionize.  As mentioned in our last update about Regis, in the aforementioned DVD, the company’s CEO, Paul Finkelstein, told stylists that they would be fired and blacklisted if they supported a union. Most egregiously, Regis asked employees to sign a statement revoking their right to join a union, a right expressly protected by federal law.

Thankfully for Regis employees, these practices will have to end. In addition, Regis will be required to post notices on company property informing workers of their rights. The notices will have to be displayed for 60 consecutive days. To counteract the company’s rights-busting video, Regis must also show a new DVD version of this notice. It is encouraging that the NLRB is requiring Regis to correct their past doses of misinformation in both print and electronic media.

The tactics used by Regis against its employees in the past are not unique – indeed, employer opposition to workers exercising their right to form a union has increased over time. American workers have the right to choose whether or not they wish to form a union, a choice that should be made free of threats and intimidation.

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This entry was posted on Tuesday, July 5th, 2011 at 2:11 pm and is filed under Eye on the NLRB, General. You can follow any responses to this entry through the RSS 2.0 feed. You can leave a response, or trackback from your own site.

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