National Labor Relations Act ( 29 U.S.C. 151 et seq.) protects the right of all workers to join together with their co-workers to advocate for improvements in their pay, benefits, and working conditions, regardless of whether they seek representation by a union. The law protects the right of workers to discuss issues like pay and benefits without retaliation or interference by employers. However, the awareness of workers regarding their rights under the law is lacking, and many employers maintain policies that restrict the ability of workers to discuss workplace issues with each other, directly contravening these rights. Research shows that more than one-half of workers report that their employers have policies that prohibit or discourage workers from discussing pay with their co-workers. These policies and practices impede workers from exercising their rights under the law and impair their freedom of association at work. (5) Retaliation by employers against workers who exercise their rights under the National Labor Relations Act ( 29 U.S.C. 151 et seq.) persists at troubling levels. Employers routinely fire workers for trying to form a union at their workplace. In one out of 3 organizing campaigns, one or more workers are discharged for supporting or joining a union. From fiscal years 2014 through 2016, the National Labor Relations Board obtained reinstatement orders for 6,997 workers and obtained awards totaling over $193,000,000 for backpay and other damages for workers who faced illegal retaliation for exercising their rights. (6) The current remedies are inadequate to deter employers from violating the National Labor Relations Act ( 29 U.S.C. 151 et seq.). The remedies and penalties for violations of the National Labor Relations Act ( 29 U.S.C. 151 et seq.) are far weaker than for other labor and employment laws, including the Civil Rights Act of 1964 ( 42 U.S.C. 2000a et seq.). Unlike other major labor and employment laws, there are no civil penalties for violations of the law. Workers cannot go to court