According to the National Labor Relations Act (NLRA) and best practices in union-related employee relations, employers may share factual information such as the cost of union dues, but cannot threaten, interrogate, promise benefits, or spy on employees (the “TIPS” rule). Option C is legal because it is a fact-based communication. The other options involve coercive or invasive actions. This aligns with SPHR knowledge under Employee and Labor Relations in the Employee Relations and Engagement domain.
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