(1994). Section 8(b)(1)(A) of the Act, in turn, implements this guarantee, by making it an unfair labor practice for a union to “restrain or coerce” employees in the exercise of their § 7 rights. Id. § 158(b)(1)(A). However, § 8(b)(1)(A) also contains an important proviso, i.e., that nothing in the section shall be construed to “impair the right of a labor organization to prescribe its own rules with respect to the acquisition or retention of membership therein.” Id. These provisions are generally understood to protect the right of employees to participate in or refrain from organized union activities, while preserving the authority of unions to govern, their internal affairs without running afoul of the Act. See NLRB v. Allis-Chalmers Mfg. Co., 3 721 F.2.d 1402, 1406 (D.C.Cir.1983) (<HOLDING>). The coercive effect of such discrimination
holding that union could contractually undertake in collective bargaining agreement other duties towards member employees in addition to statutorilyimposed duty of fair representation holding that union members had standing to bring rico claims for reduced compensation under collective bargaining agreement holding that an employee may sue for breach of a collective bargaining agreement without the union holding that a union may breach its duty of fair representation by rejecting an employees interpretation of the collective bargaining agreement if the unions interpretation is itself arbitrary or unreasonable holding that union policy of furnishing only its members with legal counsel in connection with grievances under collective bargaining agreement violated unions duty of fair representation under federal service labormanagement relations statute