The employer must not commit the acts listed in any of the following items:
使用者は、次の各号に掲げる行為をしてはならない。
to dismiss or otherwise treat in a disadvantageous manner a worker by reason of the worker being a member of a labor union, having tried to join or organize a labor union, or having performed justifiable acts of a labor union; or to make it a condition of employment that the worker will not join or will withdraw from a labor union; provided, however, that this does not preclude a worker from concluding a collective agreement which requires, as a condition of employment, that the workers will be members of such labor union where a labor union represents a majority of workers employed at a particular factory or workplace;
to refuse to bargain collectively with the representatives of the workers employed by the employer without legitimate grounds;
使用者が雇用する労働者の代表者と団体交渉をすることを正当な理由がなくて拒むこと。
to control or interfere with the formation or management of a labor union by workers or to give financial assistance in paying the labor union's operational expenditures; provided, however, that this does not preclude the employer from permitting workers to deliberate or negotiate with the employer during working hours without loss of time or wage, and this excludes the employer's contributions for public welfare funds or welfare and other funds which are actually used for payments to prevent or relieve economic adversity or misfortunes, or to the provision of office of minimum space;
to dismiss or otherwise treat in a disadvantageous manner a worker for the reason that the worker has filed a motion with the Labour Relations Commission that the employer has violated the provisions of this Article; that the worker has requested the Central Labour Relations Commission to review an order issued under the provisions of Article 27-12, paragraph (1); or that when the Labour Relations Commission has conducted an investigation or a hearing in regard to these motions, or has made a recommendation of a settlement to the party, or has made an adjustment of labor disputes as provided for under the Labor Relations Adjustment Act (Act No. 25 of 1946), the worker has presented evidence or made a statement.
労働者が労働委員会に対し使用者がこの条の規定に違反した旨の申立てをしたこと若しくは中央労働委員会に対し第二十七条の十二第一項の規定による命令に対する再審査の申立てをしたこと又は労働委員会がこれらの申立てに係る調査若しくは審問をし、若しくは当事者に和解を勧め、若しくは労働関係調整法（昭和二十一年法律第二十五号）による労働争議の調整をする場合に労働者が証拠を提示し、若しくは発言をしたことを理由として、その労働者を解雇し、その他これに対して不利益な取扱いをすること。