UNFAIR LABOUR PRACTICES ON THE PART OF EMPLOYERS
1. To interfere with, restrain or coerce employees in the exercise of their right to organise, form, join or assist a trade union and to engage in concerned activities for the purposes of collective bargaining or other mutual aid or protection, that is to say –
(a) threatening employees with discharge or dismissal, if they join a union;
(b) threatening a lock-out or closure, if a union should be organised;
(c) granting wage increase to employees at crucial periods of union organisation, with a view to undermining the efforts of the union at organisation.
2. To dominate, interfere with, or contribute, support – financial or otherwise – to any union, that is to say –
(a) an employer taking an active interest in organising a union of his employees; and
(b) an employer showing partiality or granting favour to one of several unions attempting to organise his employees or to its members, where such a union is not a recognised union.
3. To establish employer sponsored unions.
4. To encourage or discourage membership in any union by discriminating against any employee, that is to say –
(a) discharging or punishing an employee because he urged other employees to join or organise a union;
(b) discharging or dismissing an employee for taking part in any strike (not being a strike which is deemed to be an illegal strike under this Act);
(c) changing seniority rating of employees because of union activities;
(d) refusing to promote employees to higher posts on account of their union activities;
(e) giving unmerited promotions to certain employees, with a view to sow discord amongst the other employees, or to undermine the strength of their union;
(f) discharging office-bearers or active union members, on account of their union activities.
5. To refuse to bargain collectively, in good faith, with the recognised union. 6. Proposing or continuing a lock-out deemed to be illegal under this Act.