Originally Posted by
justhere
That wasn't my next question. My next question is how does this apply to employees that are covered by the RLA, not the NLRA?
The direct questions and points to which I was responding asked generally about "businesses," the vast majority of which would be covered by the NLRA as opposed to the RLA, so I focused on that.
But both statutes have the same general principles on this topic. The relevant equivalent to Section 7 of the NLRA would be Section 2 of the RLA.