Case 8 Section 7

Section seven says that employees will have the right to self-organization in order to form or assist in labor organizations. They would be able to participate in collective bargaining, from representatives of their own choosing (Connolly, 1974). Both parties in this case did claim that it was too cold and drafty at the workstations which were near the opening of the overhead door. The supervisor did refuse to close this overhead door because the other employees wanted to leave this open. Both parties in this case did act weak manner by walking off their job for the rest of the day. This was both employees way of protesting that their workstation was in cold temperatures. To both employees this was their way of taking to try and bargain the issue of the cold temperatures at their workstation and this would be covered under Section seven. Only because this kind of act would be covered under Section seven does not mean both the employees should have walked away from their workstation.
This section talks about specifically how it disallows the discharge, constructive discharge, suspension, layoff, fail to recall from layoff, demote, discipline, or even take and adverse action against the employee because they have the protected right for resolute activities (National Labor Relations Act). Even though I do not personally agree with the actions both parties took in this matter their acts are a protected determined activity this is protected under Section seven. Section eight goes to say that this action of the employer is forbidden. Section seven is supposed to guarantee employee the rights for both of these employees, and then Section eight then makes it unfair to discharge, fire the employees for unfair labor