此權利不僅實現勞工組織、參與以及經營工會與工會活動，藉以達到 抗衡雇主的初衷，並揭示「勞工的自由意志的維護」之意旨。而「勞 工自由意志的維護」的觀點，也與下文的工會類型的不當勞動行為，
有所關聯。詳見下文說明。
第二項 工會及其代理人所為的不當勞動行為態樣
此類型規定於 NLRA 第 8（b）（1）至（7）及第 8（g）條。
一、第 8（b）（1）（A）條：
限制或脅迫受雇人行使第 7 條所保障的權利。215 二、第 8（b）（1）（B）條：
限制或脅迫雇主選擇協商或調解的代表。216 三、第 8（b）（2）條：
導致或企圖導致雇主違反前述第 8（a）（3）條禁止差別待遇的
other conditions of employment.
214 條文原文：section 8（a）（5）to refuse to bargain collectively with the representatives of his employees, subject to the provisions of section 9(a).
215 條文原文：section 8（b）（1）（A）to restrain or coerce employees in the exercise of the rights guaranteed in section 7.
216 條文原文：section 8（b）（1）（B）to restrain or coerce an employer in the selection of his representatives for the purposes of collective bargaining or the adjustment of grievances.
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217 條文原文：section 8（b）（2）to cause or attempt to cause an employer to discriminate against an employee in violation of subsection (a)(3) or to discriminate against an employee with respect to whom membership in such organization has been denied or terminated on some ground other than his failure to tender the periodic dues and the initiation fees uniformly required as a condition of acquiring or retaining membership.
218 代表基於集體協商的目的，係由多數的受雇人所指派或選擇而出，其具有專屬的代表權限，
就有關工資費率、薪資、工作時間或其他雇傭條件等等，為全體受雇人，進行集體協商。條文原 文：section 9（a）Representatives designated or selected for the purposes of collective bargaining by the majority of the employees in a unit appropriate for such purposes, shall be the exclusive representatives of all the employees in such unit for the purposes of collective bargaining in respect to rates of pay, wages, hours of employment, or other conditions of employment.
219 條文原文：section 8（b）（3）to refuse to bargain collectively with an employer, provided it is the representative of his employees subject to the provisions of section 9(a).
220 條文原文：section 8（b）（4）（i）to engage in, or to induce or encourage any individual employed by any person engaged in commerce or in an industry affecting commerce to engage in, a strike or a refusal in the course of his employment to use, manufacture, process, transport, or otherwise handle or work on any goods, articles, materials, or commodities or to perform any services; or（i i）to threaten, coerce, or restrain any person engaged in commerce or in an industry affecting commerce, where in either case an object thereof is.
221 不當勞動行為也包括，任何勞工組織以及任何雇主，藉由其所達成之契約或協議，明示或默
示地使雇主停止或抑制雇主或使雇主同意停止或抑制雇主管理、使用、販賣、運輸，或以其他方 式，處理雇主的任何其他產品，或停止雇主與任何他人進行交易。迄今為止或今後的任何契約或 協議的訂立，凡包含前述內容者，皆應屬不能執行且無效的。條文原文：section 8（e）It shall be an unfair labor practice for any labor organization and any employer to enter into any contract or agreement, express or implied, whereby such employer ceases or refrains or agrees to cease or refrain from handling, using, selling, transporting or otherwise dealing in any of the products of any other employer, or cease doing business with any other person, and any contract or agreement entered into heretofore or hereafter containing such an agreement shall be to such extent unenforceable and void.
222 條文原文：section 8（b）（4）（A）forcing or requiring any employer or self-employed person to join any labor or employer organization or to enter into any agreement which is prohibited by section 8(e).
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強迫或要求任何人，停止使用、販售、搬運、運輸，或是處理任 何其他生產者、加工者或製造商的產品，或是停止與任何他人進行交 易，或是強迫、要求任何其他雇主承認其為受雇人的代表，或是強迫、
要求任何其他雇主與勞工組織進行協商。除非該勞工組織依據第 9 條 的規定，已經被證明係受雇人的代表。223
（三）第 8（b）（4）（C）條：
依本法第 9 條規定，已有一個代表受雇人的勞工組織存在，但仍 強迫或要求任何雇主承認或與其他特定勞工團體進行協商。224
（四）第 8（b）（4）（D）條：
強迫或要求任何雇主，將工作分配給特定的勞工組織、特別行 業、技能或階層的勞工。除非該雇主未遵守委員的命令，或是未遵守 委員會為受雇人確定協商代表為何人的認證。225
六、第 8（b）（5）條：
要求已經被本法第 8（a）（3）條規定（即禁止歧視或差別待遇）
授權之協議所涵蓋的受雇人付費，用以作為成為工會會員的先決條 件，而該費用數額被委員會認為在任何情況下，都是過分或是歧視性 的。當委員會作成前述的認定時，其必須考量所有其他相關因素、在 特定行業的勞工組織的作法與習慣，以及目前支付給受雇人的工資的 影響。226
七、第 8（b）（6）條：
以勒索的態度，導致或企圖導致雇主支付或提供，或是同意支付 或支付任何金錢或有價物品，給予未提供勞務或不能提供勞務的會
223 條文原文：section 8（b）（4）（B）forcing or requiring any person to cease using, selling, handling, transporting, or otherwise dealing in the products of any other producer, processor, or manufacturer, or to cease doing business with any other person, or forcing or requiring any other employer to recognize or bargain with a labor organization as the representative of his employees unless such labor organization has been certified as the representative of such employees under the provisions of section 9.
224 條文原文：section 8（b）（4）（C）forcing or requiring any employer to recognize or bargain with a particular labor organization as the representative of his employees if another labor organization has been certified as the representative of such employees under the provisions of section 9.
225 條文原文：section 8（b）（4）（D）forcing or requiring any employer to assign particular work to employees in a particular labor organization or in a particular trade, craft, or class rather than to employees in another labor organization or in another trade, craft, or class, unless such employer is failing to conform to an order or certification of the Board determining the bargaining representative for employees performing such work.
226 條文原文：section 8（b）（5）to require of employees covered by an agreement authorized under subsection (a)(3) [of this section] the payment, as a condition precedent to becoming a member of such organization, of a fee in an amount which the Board finds excessive or discriminatory under all the circumstances. In making such a finding, the Board shall consider, among other relevant factors, the practices and customs of labor organizations in the particular industry, and the wages currently paid to the employees affected.
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員。227
八、第 8（b）（7）條：
進行糾察或導致糾察，或是威脅將進行糾察或導致糾察，導致雇 主成為被強迫或要求的對象，進而承認該勞工組織或與其代表進行協 商，或是工會強迫或要求雇主的受雇人，接受或選擇此類勞工組織，
成為其協商代表。除非此類勞工組織，已經被證明係受雇人之代表。
228
（一）第 8（b）（7）（A）條：
雇主已經依本法合法的承認任何其他的勞工組織，而且關於代表 性的問題，無法再依本法第 9（c）條的規定提起異議。229
（二）第 8（b）（7）（B）條：
在過去 12 個月的期間，已經依據本法第 9（c）條的規定，舉行 有效的選舉。230
（三）第 8（b）（7）（C）條：
此類糾察的進行，未依據本法第 9（c）條的規定要求，必須在 糾察開始的 30 天的合理期間內，申請之。231
九、第 8（g）條：
一個勞工組織，對任何醫療機構232進行任何罷工、糾察或其他協 定拒絕工作的行動，應於在行動前之十日，以書面通知該醫療機構以 及 聯 邦 調 解 與 調 停 服 務 處 （ Federal Mediation and Conciliation
227 條文原文：section 8（b）（6）to cause or attempt to cause an employer to pay or deliver or agree to pay or deliver any money or other thing of value, in the nature of an exaction, for services which are not performed or not to be performed.
228 條文原文：section 8（b）（7）to picket or cause to be picketed, or threaten to picket or cause to be picketed, any employer where an object thereof is forcing or requiring an employer to recognize or bargain with a labor organization as the representative of his employees, or forcing or requiring the employees of an employer to accept or select such labor organization as their collective- bargaining representative, unless such labor organization is currently certified as the representative of such employees.
229 條文原文：section 8（b）（7）（A）where the employer has lawfully recognized in accordance with this Act [subchapter] any other labor organization and a question concerning representation may not appropriately be raised under section 9(c) of this Act.
230 條文原文：section 8（b）（7）（B）where within the preceding twelve months a valid election under section 9(c) of this Act has been conducted.
231 條文原文：section 8（b）（7）（C）where such picketing has been conducted without a petition under section 9(c) being filed within a reasonable period of time not to exceed thirty days from the commencement of such picketing.
232 NLRA 第 2（14）條，已將醫療機構定義為：包含任何醫院、療養院、健康維護組織、健康
診所、護養院、長期的護理設施，或其他致力於照護病人或老人之機構。條文原文：section 2（14）
The term "health care institution" shall include any hospital, convalescent hospital, health maintenance organization, health clinic, nursing home, extended care facility, or other institution devoted to the care of sick, infirm, or aged person.
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Service）。該通知必須敘明活動開始的日期與時間。通知一旦做成，
仍可透過雙方當事人的書面協議，加以擴充。233
美國法的工會類型的不當勞動行為，其具體態樣超乎想像，且規 定詳細但繁雜。不過，本文認為，其整體的規範目的有二，實不脫本 節最初即已述及的：保護勞工的「自我組織權利」以及維護「自由貿 易」。
關於勞工「自我組織權利」的保護，已經明示於 NLRA 第 7 條 的規定中。再者，「自我組織權利」的核心，在於「勞工自由意志的 維護」。
就美國工會的發展過程而言 234，一個發展成熟的工會，通常擁有 可觀的會員人數以及財產規模，也因此躍昇為重要的政治勢力。所 以，常見工會挾其勢力，再行擴張其規模，而工會的領導階層，也常 常成為有心人士的拉攏對象，在利益交換與內部權力鬥爭之下，往往 也造成工會的質變。廣大的下層會員的真實民意，不再是工會運作的 依歸，會員們不了解工會的政策與運作，只是盲目地配合工會的活 動，最後淪為繳交會費的客體。更有甚者，敵對的工會之間，為了爭 取會員與財源，進而抵制、抹殺對方會員的就業機會。因此，本文認 為，建立工會，使之長久運作，並非不當勞動行為制度的唯一重點，
尚須關注「勞工的自由意志的維護」。
換言之，所謂「自我組織權利」的保護，並非放任工會無邊無際 地發展，畢竟吾人無法想像，原本做為結合、團結勞工的工會組織，
最後竟然反而回過頭侵蝕、加害勞工的權益。因此，對於「自我組織 權利」的保護，必須作一適當的限縮解釋：使工會的運作，依照工人 們的真實意志為之。而所謂的真實意志的解釋，應涵蓋勞工依其自由 意志所選出的協商代表。再對照NLRA第 8（b）（1）（A）條、第 8
（b）（1）（B）條、第 8（b）（2）條以及第 8（b）（5）條等規範內 容，亦可證實本文的推論。
至於「自由貿易」（free trade）的維護，是美國的立國精神之一，
而工會的質變，實際上也危害這個重要精神。在早期，工會活動是違 法的，若干判決認為，違法的理由在於，工人大規模地聚集係構成刑
233 條文原文：section 8（g）A labor organization before engaging in any strike, picketing, or other concerted refusal to work at any health care institution shall, not less than ten days prior to such action, notify the institution in writing and the Federal Mediation and Conciliation Service of that intention, except that in the case of bargaining for an initial agreement following certification or recognition the notice required by this subsection shall not be given until the expiration of the period specified in clause (B) of the last sentence of section 8(d) of this Act.The notice shall state the date and time that such action will commence. The notice, once given, may be extended by the written agreement of both parties.
234 同註 204。
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法的陰謀罪（conspiracy），而且工會活動（常見的態樣為罷工、糾察 或杯葛）也會阻礙貿易的流通往來（the free flow of commerce）235。 所以，為了維護貿易的自由流通，美國實務將反托辣斯的思維，透過 禁制令的規定236，加諸於工會活動上。爾後，隨著相關勞工與工會權
法的陰謀罪（conspiracy），而且工會活動（常見的態樣為罷工、糾察 或杯葛）也會阻礙貿易的流通往來（the free flow of commerce）235。 所以，為了維護貿易的自由流通，美國實務將反托辣斯的思維，透過 禁制令的規定236，加諸於工會活動上。爾後，隨著相關勞工與工會權