CSP // TOOLS
Tactical Guide

Workplace
Defense.

Your boss has HR, legal, and capital. You have each other. Here is how to use that leverage.

01. The Basics: You Are Not Alone

Most workers believe they can be fired for discussing their pay. This is false.

Protected Concerted Activity

Under the National Labor Relations Act (NLRA), you have the right to act with co-workers to address work-related issues. This includes:

  • Talking about wages and benefits.
  • Circulating a petition for better hours.
  • Refusing to work in unsafe conditions.
  • Joining with co-workers to talk to your boss.

The Golden Rule: Never go into a disciplinary meeting alone. If a meeting could lead to discipline, you have the right to request a representative (Weingarten Rights).

02. Wage Theft Recovery

Wage theft accounts for more property loss in the US than all robberies, burglaries, and car thefts combined.

Common Tactics

  • "Off the clock" work (setup/cleanup).
  • Averaging overtime over 2 weeks (illegal).
  • Misclassification as "Independent Contractor".
  • Illegal deductions for uniforms/breakage.

The Audit Protocol

  1. Track your own hours (use an app or notebook).
  2. Compare against pay stubs every period.
  3. Document every discrepancy immediately via email.
  4. File a claim with the DOL if unresolved.

03. The Right to Refuse Unsafe Work

You have the right to refuse work if you believe it presents an imminent danger of death or serious injury.

Steps to Refuse Safely:

  1. Ask your employer to correct the hazard.
  2. Make it clear you are refusing because of the hazard, not just to stop working.
  3. Tell them you will work if the hazard is fixed or if you are assigned other safe work.
  4. Stay at the worksite (unless the site itself is dangerous).
  5. Document everything. Take photos. Get witnesses.

04. Organizing 101: The Map

You don't start by calling a union. You start by mapping the workplace.

1

Map the Social Network

Who eats lunch together? Who do people go to for advice? Identify the natural leaders in each group (shift, department, language group).

2

Identify the Issues

Don't assume. Ask. Is it wages? Respect? Safety? Scheduling? Find the widely felt, deeply felt issue.

3

The 1-on-1 Conversation

70% listening, 30% talking. Agitate (validate their anger), Educate (who is responsible?), Inoculate (warn them management will fight back), Organize (ask them to do something small).

Ready to escalate?

Contact the Emergency Workplace Organizing Committee (EWOC) for direct support.

Contact EWOC ->