YOUR UNION CONTRACT IS A LEGAL AGREEMENT. MAKE SURE IT'S BEING HONORED.
When management violates the CBA or bargains in bad faith, workers have legal remedies. An attorney makes sure they're used.
Under $30/Month. No large retainer required.
Labor relations attorneys charge $300–$500/hr — and employers retain them year-round to manage union relations and minimize worker rights. A legal plan gives workers access to experienced labor attorneys for a low monthly fee, so the power imbalance at the bargaining table doesn't carry over into enforcement of your rights.
A collective bargaining agreement represents hard-won negotiations between workers and management. When employers ignore its terms, make unilateral changes to working conditions, or engage in surface bargaining to stall without any intention of reaching an agreement, those are violations of federal labor law — not just contract disputes.
A legal plan connects you with experienced labor attorneys who can evaluate CBA violations, file NLRB charges before deadlines expire, and pursue every legal remedy available to enforce the contract your union negotiated.
An attorney reviews your collective bargaining agreement alongside the conduct you've observed to identify specific contract provisions being violated, the legal basis for your claim, and the remedies available under the NLRA and applicable state law.
Unfair labor practice charges must be filed with the NLRB within 6 months of the violation. Your attorney prepares a complete, well-documented charge and files it before this strict statutory deadline closes your options.
Most CBAs include grievance and arbitration procedures for resolving disputes. Your attorney helps navigate these processes — ensuring grievances are filed correctly, arbitration is demanded when required, and your position is presented effectively.
Whether you need to file a ULP charge against an employer or defend against employer claims, your attorney builds the strongest possible case — documenting the conduct, preserving evidence, and pursuing full legal remedies before the NLRB.
Document the specific management actions that violate your contract or the duty to bargain — including dates, communications, and the CBA provisions at issue. An attorney reviews this against the legal standards under the NLRA.
Your attorney files an unfair labor practice charge with the NLRB within the 6-month window, and where the CBA requires it, initiates the grievance procedure to preserve your contractual remedies in parallel.
Many CBA disputes resolve through the contractual arbitration process. If the employer refuses to comply with an arbitration award or the NLRB issues a complaint, your attorney pursues enforcement through federal court if necessary.
Unfair labor practice charges must be filed with the NLRB within 6 months of the date the violation occurred or was reasonably discovered. Missing this deadline permanently bars your federal claim — making prompt action critical when management violates your rights.
Employers found to have bargained in bad faith can be ordered by the NLRB to resume negotiations, implement previously agreed terms, and in some cases provide back pay for wages employees would have received under a properly negotiated agreement.
Workers have the right under the NLRA to engage in concerted activity for mutual aid or protection — whether or not they are in a union. Retaliation against workers for discussing wages, organizing, or collectively raising workplace concerns is an independent unfair labor practice.
Tell us about your collective bargaining dispute so we can connect you with the right legal support.
A legal plan representative will reach out and help you get access to experienced labor law attorneys at an affordable monthly cost.
Get connected with a licensed labor attorney for a CBA review, NLRB charge preparation, grievance support, and full legal representation in your dispute.
The NLRB deadline runs from the date of the violation. Every day without legal guidance is a day closer to losing your right to act. Get an attorney on your side today.
Get Legal Help Now"Management changed our shift differential rates without bargaining — something our CBA specifically required. My plan attorney confirmed it was a clear ULP, helped us file an NLRB charge before the deadline, and the regional office found merit in the charge within two months."
"Our employer kept postponing contract negotiations with no real proposals on the table. My attorney explained exactly what surface bargaining looks like legally and helped us document the pattern to support an NLRB charge. The employer came back to the table with real proposals."
"Management refused to process our grievance claiming the deadline had passed — but my plan attorney reviewed the CBA and showed that management's own delay had tolled the deadline. The grievance went forward and we won at arbitration."
"I was written up the week after I helped organize our unit. My attorney recognized it as retaliation for protected concerted activity — a separate ULP from the underlying organizing issues — and filed a charge that ultimately got the write-up removed from my file."