Federal Register/Vol. 76, No. 168/Tuesday, August 30, 2011/Rules and Regulations 54021 misleading and vague. The first organizing with your co-workers ora The Board disagrees. By necessity, an comment, from COLLE, argues that the — union.” 11x17-inch notice cannot contain an provision is misleading because it fails The Board agrees that adding the exhaustive list of limitations on and to acknowledge that an employer does suggested language would clarify the exceptions to the rights to strike and not have an obligation under the NLRA _ provision. The list of affirmative rights picket, as suggested by employers. to consent to the establishment of a uses the terms “wages, hours, and other However, because exercising the right to collective-bargaining agreement, but terms and conditions of employment” to Strike can significantly affect the instead only has the statutory duty to describe what unions may negotiate. livelihood of employees, the Board “meet at reasonable times and conferin The notice then uses the terms “wages, Considers it important to alert good faith with respect to wages, hours, benefits, hours, and other working employees that there are some and other terms and conditions of conditions” to describe the right to limitations to exercising this right. The employment.” 29 U.S.C. 158(d). The bargain collectively for a contract. Those Board is satisfied that the general comment also argues that the failure to statements make it clear that “terms and Caveat, “depending on the purpose or reach an agreement is not per se conditions of employment” includes means of the strike or the picketing,” unlawful, and the finding of an unfair wages and benefits. But then together with the instruction to contact labor practice depends on whether the immediately following those two the NLRB with specific questions about parties engaged in good-faith bargaining. statements, the notice states that the application of rights in certain This comment suggests that the notice empl