So-called 'salts' are pro-union applicants who try to win jobs in hopes of organizing a nonunion company. You can't simply reject such applicants because of their pro-union stance. But as long as you can point to neutral, unbiased reasons for your decision, you can legally reject these union organizers. That's what happened in a pair of recent salting cases. Case 1: Former employees were given job preference. (International Union of Operating Engineers v. NLRB, No. 02-1044, 7th Cir., 2003) Case 2: A company didn't hire applicants whose former wages were 30 percent above its current pay rate. (Contractors' Labor Pool Inc. v. NLRB, No. 01-1393, D.C. Cir., 2003) Lesson: You're in the clear if you can point to neutral hiring policies.
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