Union & Concerted Activity Representation
Federal labor law protects your right to organize, support a union, and act together with coworkers over pay and working conditions — even where there is no union. If you were punished for it, Thurgood represents employees in unfair labor practice charges before the NLRB.
Get a free evaluationSigns of unlawful labor retaliation
It’s an unfair labor practice to punish employees for protected organizing or concerted activity. Common signs:
Fired or disciplined for organizing
You were written up, suspended, or terminated after supporting or talking up a union.
Punished for group complaints
You and coworkers raised pay, safety, or scheduling concerns together — and you were singled out.
Threats, interrogation, or surveillance
Your employer threatened consequences, questioned you, or watched you over union activity.
Rules that chill activity
Policies barred discussing pay or talking with coworkers about working conditions.
Benefits used as leverage
Perks were promised to discourage — or withheld to punish — protected activity.
Not sure if what happened counts?
A free evaluation tells you where you stand — no cost, no obligation.
We negotiate a settlement with your employer
Settling directly with your employer is where we focus and where we specialize. Most matters can be resolved right here — privately, and faster than any filing.
Refine your story so it lands
We help you shape what happened into a clear, credible account that translates to the people deciding your case.
Strategize the approach
We read how the company and their attorney open discussions, and adapt our strategy to the way they negotiate.
Organize the evidence for impact
We identify the documentation that matters most and arrange it for maximum impact to close a deal.
If we can’t settle, we file and represent you
When a settlement can’t be reached up front, we pursue an award through the agency — and stay with you through every step of that process.
Prepare your filing
We convert your story and evidence into formal charge documents written to the agency’s standards.
Represent your interests with the agency
We become your point of contact, handling communications and deadlines throughout.
Prepare you for the investigator interview
We get you ready for the agency investigator’s questions so you can tell your account with confidence.
Prepare you for fact-finding conferences
We ready you for the conference where both sides present their version of events.
Prepare you for administrative law hearings
If your case reaches a hearing before an administrative law judge, we prepare you for that too.
Filing a charge with the NLRB
Union and concerted-activity claims go to the National Labor Relations Board — not the EEOC — and the clock is short:
- 01
A charge is filed
An unfair labor practice charge is filed with your NLRB regional office, generally within 6 months of the violation.
- 02
Investigation
The region investigates whether the charge has merit, taking statements and gathering evidence.
- 03
Complaint or settlement
If it has merit, the region issues a complaint or works toward a settlement.
- 04
Hearing before an ALJ
A contested case is heard by a National Labor Relations Board administrative law judge.
- 05
Board review & remedies
The Board can order reinstatement, back pay, and notice posting — enforced in court if needed.
Frequently asked
No. The NLRA protects “concerted activity” — two or more employees acting together about pay or working conditions — whether or not a union is involved.
An unfair labor practice charge must generally be filed with the NLRB within 6 months of the violation — a short window, so it’s best to act quickly.
Generally no. Rules that bar employees from discussing wages or working conditions with each other can themselves be unlawful under the NLRA.
No. NLRB charges can be filed and pursued by an authorized non-attorney representative — Thurgood represents you through the process.
Remedies can include reinstatement, back pay, and required notices. Outcomes depend on the facts, and no one can promise a result.
Facing harassment, retaliation,
or wrongful termination?
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