This glossary is here to make the rest of the site easier to read. The goal is not legal perfection in miniature. It is to give workers plain-language handles for the terms that come up most often.
Protected concerted activity
Workers acting together about workplace conditions, or one worker genuinely seeking, preparing, or representing group action. The NLRB's explanation also makes clear that coverage and conduct limits matter; the phrase is not a guarantee that every group-related act is protected.
Majority structure
More than loud agreement. It means durable support across the actual workplace map, not just one cluster of friends or one active chat.
Recognition
The point where a union becomes the bargaining representative through voluntary recognition or certification after a formal process. The NLRB election overview describes both routes. Recognition is not the same as having a contract.
First contract
The bargaining phase after recognition or certification. This is where enforceable gains are fought over and where employer delay often becomes a major issue.
Unit
The group of workers covered by a particular organizing or bargaining structure. Figuring out who is in or out can be contested.
Misclassification
When a worker's label may not match the legal test that applies to the relationship. Tax, wage, labor, and state-law tests can differ.
Supervisor exclusion
Under the NLRA, a worker with specified authority over other employees, exercised with independent judgment in the employer's interest, may be a statutory supervisor and excluded from employee coverage. The statutory definition is more specific than a title such as "lead" or "manager."
Mapping
Understanding who works where, who talks to whom, what issues are shared, and where informal leadership actually sits.
Escalation
Moving from private comparison toward broader action. Good escalation is structured. Bad escalation outruns the actual trust and support in the workplace.