The initial allegations alleged that the employer had illegally supported the Union in various ways during the EU`s 2018 organisational campaign. The allegations accuse that, in this way, the EU employer illegally assisted by concluding a «neutrality agreement» with the Union. In accordance with the neutrality agreement, the employer has agreed to make the contact information of the workers available to the Union in order to assist them in the organisation, which it does not do under the National Labour Relations Act (the «Law») and to recognise the Union without an election if the Union presented cards signed by the majority of workers in the proposed bargaining unit who declare workers who wish to be represented by the Union. The Arty Fund argued that the neutrality agreement and various other acts of the employer constituted unlawful support and support from the Union and constituted a value of value. The Fund also argued that these remedies had been granted to the Union and that they had subsequently accepted recognition by the employer, whereas the Union had not sanitized an unlimited majority in violation of the law and that the actions of the employer and the Union had unduly affected the right of the employer`s workers to decide whether or not they wished to be represented by the Union. Some employers enter into neutrality agreements because they are not concerned about giving up the ability to run their businesses without the restrictions imposed by the National Labor Relations Act (NLRA), Kisicki said. The NLRA requires employers to negotiate all conditions of employment for unionized workers. «Some employers enter into these agreements because they are pro-union,» he said. The rule of the gag: while most neutrality agreements purport to require a single employer to remain «neutral,» they actually succumb to an order to gag language that is not favourable to the union. A company, including its executives and superiors, is prohibited from saying anything negative about the union or union formation during an organisational trip. Employees can only hear one page of the story: the version that union officials want to hear from staff. Pryzbylski said: «Many companies want to remain unionless for many reasons, so reaching a neutrality agreement may seem counterintuitive to many people.» But companies have many reasons to do so, he added.